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University System of Maryland - A Public System of Higher Education
196.0 VII-4.01- INTERIM UNIVERSITY SYSTEM POLICY ON COMPENSATION FOR FACULTY
AND ADMINISTRATIVE PERSONNEL: 1990-91 ACADEMIC YEAR
(Approved by the Board of Regents, April 26, 1990)
I. INTRODUCTION
A. This interim policy describes the general criteria and
procedures that will be used to determine the compensation
of faculty members and administrative personnel at all
constituent institutions of the University of Maryland
System for the 1990-91 academic year.
B. Definitions:
1. "Chief executive officer" refers to the Chancellor
(with respect to the University of Maryland System
Administration), the president of a constituent
institution, the director of a principal center
(Center for Environmental and Estuarine Studies,
and the Maryland Biotechnology Institute), and the
Vice Chancellor for Agricultural Affairs for the
Agricultural Experiment Station and the
Cooperative Extension Service; and a "constituent
institution" is used inclusively to refer to any
institution or other unit headed by a chief
executive officer. For the purpose of this
interim policy, the University of Maryland System
Administration is deemed to be a constituent
institution headed by the Chancellor.
2. "Administrative personnel" refers to unclassified
professional employees, including administrative
officers, librarians, and library technicians,
appointed under the policies and procedures of the
former Board of Trustees of State Universities and
Colleges; associate staff employees appointed
under the Personnel Policies and Rules for
Associate Staff of the University of Maryland; and
academic administrators appointed under the
policies and procedures of the former Board of
Regents of the University of Maryland.
3. An individual's "salary" refers to that
individual's annual salary (under either a 12-
month, 9.5-month, or 10-month contract for the
1990-91 academic year).
4. A "Board of Trustees institution" refers to a
constituent institution that, prior to July 1,
1988, was under the jurisdiction of the Board of
Trustees of State Universities and Colleges.
5. A "Board of Regents institution" refers to a
constituent institution that is not a Board of
Trustees institution.
II. INTERIM POLICY ON COMPENSATION FOR FACULTY AND
ADMINISTRATIVE PERSONNEL
A. General compensation policy.
It is the objective of the University of Maryland System
to provide compensation for faculty and administrative
staff at levels sufficient to attract and retain (1)
nationally and internationally prominent faculty members,
and (2) administrative personnel with the qualifications
necessary to maintain a high level of excellence in
education.
B. Compensation in FY 1991
Procedures and criteria for determining the compensation
of faculty members and administrative personnel are
contained in current policies adopted by the former Board
of Regents of the University of Maryland and the former
Board of Trustees of State Universities and Colleges.1/
_________________________________
1/ These policies are:
-- BOR III-14.00 (faculty at Board of Regents
institutions);
-- BOR III-14.10 (associate staff at Board of Regents
institutions);
-- BOR III-14.20 (academic administrators at Board of
Regents institutions);
-- Chapter VII, Part K, of Policies and Procedures of
the Board of Trustees of the State Universities
and Colleges of Maryland Ý"Policies and
Procedures¨ (faculty at Board of Trustees
institutions); and
-- Chapter VI, Part I, of Policies and Procedures
(administrative officers at Board of Trustees
institutions). These policies shall govern compensation d
eterminations
for the 1990-91 academic year, subject, however, to the
modifications contained in this interim policy. To the
extent that this interim policy is inconsistent with any
of the provisions in the current policies of the former
Board of Regents or former Board of Trustees, this
interim policy shall be controlling, and inconsistent
provisions in current policies shall be deemed superceded
by this interim policy.
C. Salaries of full-time, instructional-rank faculty
members.
Subject to the exceptions provided in Paragraphs E and F,
below, the salary of each full-time, instructional-rank
faculty member shall be within the appropriate salary
range for that instructional rank as follows:
1. For faculty members at Board of Regents
institutions:
Salary Salary
Rank Minimum Maximum
Professor:
12 month contract $40,483 108,328
Academic year 33,990 90,936
Associate Professor:
12 month contract 32,690 94,446
Academic year 27,445 79,299
Assistant Professor:
12 month contract 25,900 74,835
Academic year 21,745 62,829
Instructor:
12-month contract 19,612 56,669
Academic year 16,467 47,579
Note: for University of Maryland at Baltimore
School of Medicine, salary maximum is 170 percent
of the figure shown for each instructional rank.
2. For faculty members who hold appointments in the
School of Business at the University of Baltimore:
Salary Salary
Rank Minimum Maximum
Professor $32,824 84,028
Associate Professor 27,974 69,087
Assistant Professor 23,916 59,069
Instructor 20,448 50,504
3. For all other faculty members at Board of Trustees
institutions:
Salary Salary
Rank Minimum Maximum
Professor $32,824 64,637
Associate Professor 27,974 55,264
Assistant Professor 23,916 47,251
Instructor 20,448 40,399
Note: Notwithstanding these figures, the salary
minimum and salary maximum for all instructional
ranks at the University of Baltimore Law School
shall be $33,390 and $88,365, respectively.
D. Salaries of full-time administrative personnel.
Subject to the exceptions provided in Paragraphs E and F,
below, the salaries of full-time administrative personnel
shall be within the appropriate salary range, as follows: 1.
For associate staff employees at Board of Regents
institutions:
Professional Salary Salary
Pay Level Minimum Maximum
8 $55,538 98,380
7 47,990 85,007
6 41,466 73,452
5 35,830 63,468
4 30,959 54,840
3 26,749 47,385
2 23,113 41,296
1 19,971 35,376
2. For academic administrators at Board of Regents
institutions:
Professional Salary Salary
Pay Level Minimum Maximum
Group VI $64,480 121,888
(Deputy Chancellor,
Vice Chancellor,
Vice President,
Provost, Dean)
Group V 58,240 100,257
(Assistant/Associate
Vice/Deputy
Chancellor/President)
Group IV 41,813 94,346
(Assistant/Associate
Dean)
Group III 37,640 84,684
(Assistant to:
Chancellor, President,
Vice Chancellor, Vice
President, Provost)
Group II 29,120 61,382
(Assistant to Dean)
Group I 15,600 39,988
(Faculty Research
Assistant/Research
Associate)
Notes: (a) Dean of the School of Medicine at
UMAB is not included in the above
salary range.
(b) The position titles listed are
representative and not complete.
3. For unclassified professional employees at Board
of Trustees institutions:
Professional Salary Salary
Pay Level Minimum Maximum
VIII $51,661 $101,641
VII 44,169 86,873
VI 37,766 74,251
V 32,288 63,463
IV 27,607 54,241
III 23,604 46 359
II 20,180 39,625
I 17,255 33,866
E. Exceptions for critical subject areas at Board of
Trustees institutions.
For faculty members and deans, assistant deans, and
associate deans who work in critical subject areas at
Board of Trustees institutions, as defined below, the
salary maximum may be increased to 120 percent of the
figure specified in the appropriate table above. A
"critical subject area" is defined as the department of
business or the department of computer science (or
equivalent) at a Board of Trustees institution.
F. Delegation to chief executive officers; exceptions for
unusual circumstances.
(1) Subject to the limitations contained in this
paragraph, the chief executive officer of each
constituent institution is hereby authorized to
fix salaries for fiscal year 1991 for all faculty
and administrative personnel who are employed at
that constituent institution.
(2) Individual salary determinations shall be made in
accordance with the applicable policies of the
former Board of Regents and Board of Trustees and
this interim policy, and any general standards,
procedures, and timetables that the Chancellor may
establish pursuant to Paragraph G, below.
(3) Except as provided in subparagraph (5) of this
paragraph, below, no individual shall receive a
salary for the 1990-91 academic year that is more
than 15 percent greater than such individual's
salary for the 1989-90 academic year.
(4) Except as provided in subparagraph (5) of this
paragraph, below, an individual's salary shall be
within the appropriate salary range as established
under this interim policy.
(5) If unusual circumstances warrant the payment of a
salary that exceeds the maximum allowable salary
increase or is outside the appropriate salary
range, then the chief executive officer may
recommend an exception. The Chancellor shall act
upon such recommendations in accordance with such
standards, procedures, and timetables as the
Chancellor shall establish.
G. Delegation to the Chancellor.
Within the parameters established in the applicable
policies of the former Board of Regents and Board of
Trustees and this interim policy, the Chancellor shall be
responsible for establishing general standards,
procedures, and timetables for the allocation and
determination of compensation for faculty and
administrative personnel for the 1991 Fiscal Year.
H. Maintenance of other existing compensation policies.
Pending the Board's approval of a final policy on
compensation for faculty and administrative staff, the
compensation policies of the former University of
Maryland Board of Regents and the former Board of
Trustees of State Universities and Colleges as such
policies existed prior to July 1, 1988, shall continue in
effect, except that the Chancellor shall exercise, with
regard to compensation criteria and ranges, the authority
accorded the former President of the University of
Maryland and the former Executive Director of the Board
of Trustees of State Universities and Colleges.
I. Compensation of the chief executive officers.
Notwithstanding the foregoing provisions, the Board shall
establish separately a policy for compensation of chief
executive officers.
III. EFFECTIVE DATE
This interim policy shall become effective upon approval by
the Board of Regents.
IV. STATUTORY REFERENCES
12-109 Presidents of constituent institutions.
. . .
(e) Powers and duties. -- subject to the
authority and applicable regulations of the
Board of Regents, each president shall:
. . .
(4) Appoint, promote, fix salaries, grant
tenure, assign duties, and terminate
personnel. (Emphasis added.)
12-110 Faculty and administrative personnel.
(a) General standards and guidelines generally.
(1) Upon the recommendation of the Chancellor
who shall consult with the presidents, the
Board of Regents shall establish general
standards and guidelines governing the
appointment, compensation, advancement,
tenure, and termination of all faculty and
administrative personnel in the University of
Maryland System.
(2) These standards and guidelines shall
recognize the diverse missions of the
constituent institutions.
(b) Differentiation among institutions. -- The
Board of Regents may establish different
standards of compensation based on the size
and missions of the constituent institutions.
(c) Authority of presidents. -- Subject to such
standards and guidelines, a president may:
(1) prescribe additional personnel
policies; and
(2) Approve individual personnel actions
affecting the terms and conditions of
academic and administrative
appointments. (Emphasis added.)
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