Faculty Compensation CommitteeStrategic Plan ReportMarch 11, 2010

2009-10 Committee MembersChris Fragile, Chair (Physics & Astronomy)Katherine Bielsky (Library)Frank Cossa (Art History)Doug Ferguson (Communication)Stuart Knee (History)Parissa Tadrissi (Hispanic Studies)Mark Witte (Economics/Finance)

Strategy 3: Develop and Support a Highly Qualified, Diverse and Stable Base of Faculty

•Bullet points considered in this study:

•Increase the number of and funding for endowed chairs

•Recognize and reward annual performance in both annual raises and special awards

•Establish incentives for faculty to write and administer grants and contracts

•Committee’s goals:

•to provide input to the administration regarding successful programs relating to Strategy 3

•to monitor the College’s progress in achieving the overarching goals of Strategy 3

Strategy 3: Develop and Support a Highly Qualified, Diverse and Stable Base of Faculty

Method of Research

•Peer list:

U. of New Hampshire UNC - Wilmington Western Washington

College of New Jersey Appalachian State St. Mary’s (MD)

Ramapo College U. of Northern Iowa Mary Washington

Millersville James Madison U. Murray State

U. of Vermont UNC - Asheville Truman State

Miami (Ohio) SUNY - Geneseo

UNC - Greensboro Citadel

Increase the number of and funding for endowed chairs

•James Madison University

•19 Faculty Chairs

•provide salary supplement to new or existing lines

•to provide research and/or program support

•27 Endowed Professorships

•targeted at retaining mid-career faculty

•recognition, a salary supplement, and research/teaching support

•Faculty Fellowships

•support for research, curriculum development, and travel

•If both JMU and C of C achieve their respective goals with regard to endowed positions, then C of C would lag JMU in this category by a factor of 4-to-1

•In this respect, it may no longer be appropriate to consider JMU a peer institution

Increase the number of and funding for endowed chairs

Recognize and reward annual performance in both annual raises and special awards

•St. Mary’s College (Maryland)

Successful 3rd year review

$1000-1500

Successful tenure review $1000-1500

Promotion to Associate $2000-3000

Promotion to Full $3000-5000

Post-tenure review(every 5 years)

$0-5000

Recognize and reward annual performance in both annual raises and special awards

•2009 FCC AAUP Salary Study

•St. Mary’s ranked 19th out of 20 peer institutions at Assistant Professor rank

•9 places behind C of C

•St. Mary’s ranked 10th out of 20 at Full Professor rank

•7 places ahead of C of C

Establish incentives for faculty to write and administer grants and contracts

•Western Washington University

•Matching Equipment Funds

•Publication Support

•Manuscript Preparation

•Mini-Grants

•Grants-in-Aid

•Pilot Project Funding

•Project Development Awards

•Summer Research Grants

Establish incentives for faculty to write and administer grants and contracts

•Western Washington University

•Summer Teaching Grants

•Faculty Development Grants

Concluding Thoughts

•Goals of Strategic Plan are achievable

•Endowed Chair program will require aggressive funding campaign

•Ongoing salary incentives are critical for many reasons

•Research incentives can trigger snowball effect through judicious use of indirects