IV.20 FACULTY PERSONNEL COMMITTEE
Purpose: Upon referral from the dean, the committee shall consider appeals
and other personnel requests concerning members of the faculty, which are not
resolved at the department level, including but not limited to:
- salary adjustments
- tenure clock adjustment requests
- requests for leaves and "temporary assignments"
- grievances and complaints
- claims of inequitable treatment
- accommodations under the Americans with Disabilities Act
The purpose of the committee is to advise the dean, and is not to supplant
the functioning of campus-level faculty governance units such as the University
Committee and the Committee on Faculty Rights and Responsibilities. The purpose
is to help resolve issues informally at the College level.
Procedures: Faculty are encouraged to resolve disagreements and disputes
at the departmental level. When this is not possible, any faculty member may
contact the dean regarding redress at the College level.
In all matters, the following guidelines and procedural rules apply:
- The faculty member filing a grievance has the burden of identifying the
specific inequity claimed, exhausting all available remedies at the departmental
level, and formulating a specific proposal for relief.
- The committee shall share the matter and all relevant documents with all
concerned parties, including the chair(s) of the faculty member’s department(s)
and program(s). The chair(s) will normally be invited to respond in writing
to the complaint to explain the reasons for the challenged actions.
- The committee shall have access to all data and other information, which
it deems necessary and appropriate.
- The committee may, at its discretion, invite the faculty member and others
with relevant information, including but not limited to the department or
program chair(s) or director(s), to appear in person to discuss the matter.
- All personnel matters before the committee shall be considered in confidence;
all such meetings shall be closed.
- Anyone appearing before the committee may be accompanied and counseled by
a personal representative.
- The committee’s findings shall take the form of a report and recommendation
to the dean. The committee shall notify the faculty member that the report
has been submitted to the dean. It is the Dean’s responsibility to communicate
the report to the faculty member and other relevant parties in a timely manner.
- The faculty member shall have the opportunity to comment on the committee’s
report, after which the Dean shall make the final determination.
- The committee may establish from time-to-time additional procedures to govern
its activities, and submit them to the dean for approval.
- All L&S faculty shall be informed on a timely basis of these rules and
procedures, and any modifications.
- Committee records shall be archived in the Dean’s Office.
- On an annual basis, the committee shall make a general report and recommendations,
including summary statistics, to the Dean and the L&S Senate.
With regard to salary adjustments, the following additional guidelines
and procedural rules apply:
- The faculty member seeking a salary adjustment has the burden of demonstrating
that the challenged salary increase or gap is unreasonable by comparison with
salaries within his or her own department(s), and formulating a specific
- The committee will not ordinarily substitute its own judgment for
the department’s determination of the professional accomplishments and merits
of the faculty member, nor the department’s judgment about the faculty member’s
teaching, service, and research quality, significance, and productivity. However,
within the framework of the department’s system for determining merit and/or
its teaching/research/clinical priorities, and the faculty member’s specified
duties, the committee may consider whether the faculty member’s salary level
within the department is reasonable.
- If the faculty member makes a case that a lower than expected salary increase
or unjustified salary level is the result of a departmental process that operated
in his or her case in a discriminatory manner (e.g. by evaluating him or her
in a way inconsistent with department policy, or by using impermissible factors
such as race, gender, etc. … See UWS 3.08), the committee will examine the
evidence and make a recommendation. The committee is not, however, expected
to make "findings of law," and most salary grievances should not
be transformed into questions of law in the committee’s proceedings.
- The committee’s judgment regarding a possible salary adjustment is a recommendation
and shall not take into account its estimate of the resources available to
the College. The Dean’s responsibility is to determine if an adjustment is
required, the amount and timing of the adjustment, and which unit(s) shall
bear the cost.
Membership: The committee shall consist of 6 members of the tenured faculty,
appointed by the dean in consultation with the L&S Academic Planning Committee
and the L&S Nominations Committee. The members shall serve staggered three-year
terms, with two members from each of the College’s three academic divisions,
with one member each from the physical and the biological sciences.
NC August 2006