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Administrative Compensation and Budgeted Time



On June 24, 2004, the first college-wide policy on administrative compensation was approved. One of the goals during the development of the policy was to move toward standards for compensation across all departmental administrative roles that were transparent and equitable while enabling departments to meet their unique departmental needs. Another goal was that the policy would be reviewed annually and revised as needed as implementation problems became apparent. A minor revision of the policy was approved on June 23, 2006. That revision moved from 5% of EFT as the metric for determining the number of administrative units available to departments, to a metric of 4% of total EFT for determining administrative units.

While the original policy and its revision served the need for transparency and equity at the time they were developed, there has been on-going concern that the use of a single metric (EFT) did not capture the complexity of departments. Another unintended consequence of the original policy was the preservation of pre-reorganization administrative structures that have prevented cross-program integration within departments. Current program coordinators often perform duties completed by reorganization department heads. Current department heads often function like reorganization school directors but of smaller units.

A revision of this compensation policy is needed that includes the multiple metrics that are being used to evaluate the College, such as CHP and degrees conferred. Departmental leadership structures need to change in ways that promote greater departmental integration and preserve instructional resources for our core mission. The goals of the revised policy are to:

  1. Provide transparent and equitable compensation for departmental leadership
  2. Provide a stable structure for long-term management of departments by creating a mechanism for succession planning
  3. Tie leadership roles to budgeted time that can be recognized in P&T, annual review, and merit

Policy Goals

Material in the section below is from the original policy and remains unchanged.

  1. Increase efficiency by reducing the percentage of administrative costs per student credit hour. The administrative cost per student credit hour will have to be determined annually for each department.
  2. Maintain the equitable allocation of administrative resources proportionate to EFT across the college. Ultimately, establish a college-wide maximum standard for the percentage of administrative cost per student credit hour.
  3. Ensure departments have flexibility in making administrative assignments to accommodate differences in workloads due to CHP, EFT, field supervision, number of program majors, or faculty preferences for different types of compensation.
  4. Annually review the administrative compensation described here to ensure equity across the college and revise as needed as implementation problems become apparent.

Department Head Compensation

Section below is from the original policy and remains unchanged.

  1. All department heads will be employed on an academic year (9-month) contract.
  2. Department heads can earn up to 23.3% of their base salary for administration during the Summer. They can earn as much as an additional 10% of their base salary from external contracts or grants, by teaching a Summer course from those resources allocated to the department for Summer instruction, or by applying to the dean for additional administrative funds for special projects requiring Summer work.
  3. Effective August 1, 2024 ll department heads will receive a base administrative supplement of $10,000. For departments exceeding 20 full-time faculty members, and for each 5 thereafter, an additional $500 will be added each year to this base supplement.
    • $10,000 for 1 - 20
    • $10,500 for 21 - 25
    • $11,000 for 26 - 30
    • $11,500 for 30 - 35