A. Continuing Faculty, Librarians and Academic Professionals

1. Effective July 1, 2000, each continuing member of the bargaining unit shall receive an increase of two and one-half percent (2.5%) of annual salary as of June 30, 2000.

2. Effective July 1, 2001, each continuing member of the bargaining unit shall receive an increase of two and one-half percent (2.5%) of annual salary as of June 30, 2001.

3. Effective July 1, 2002, each continuing member of the bargaining unit shall receive an increase of two and three-quarters percent (2.75%) of annual salary as of June 30, 2002.

4. Effective July 1, 2003, each continuing member of the bargaining unit shall receive an increase of two and three-quarters percent (2.75%) of annual salary as of June 30, 2003.

B. Faculty Salary Adjustments

1. Exceptional award salary adjustments may be made by the Provost. In the event Temple wishes to make a salary adjustment to an individual faculty member in an amount greater than that provided for in the Agreement, Temple may do so in exceptional cases based on extraordinary performance or achievement. Temple shall inform the TAUP in writing within ten days of such a salary adjustment.

2. The Deans are responsible for nominating individuals for such salary adjustments.

3. Each year, a subcommittee of the Laura Carnell Professors shall be appointed by the Provost to advise on the nominees put forward by the Deans. The Provost shall have final decision, and state the reasons for such awards.

C. Salary Minima

1.

a. The following annual salary minima shall apply to all faculty following the first across-the-board increase within the ratified contract:

• Instructors $32,000.
• Assistant Professors $36,500.
• Associate Professors $42,000.
• Professors $50,000.

b. The following annual salary minima shall apply to all faculty following the across-the-board increase given following July 1, 2002:

• Instructors $35,000.
• Assistant Professors $40,000.
• Associate Professors $45,000.
• Professors $55,000.

2.

a. The following salary minima shall apply to all librarians following the first across-the-board increase within the ratified contract:

• Grade L1 $31,000.
• Grade L2 $33,000.
• Grade L3 $36,000.
• Grade L4 $40,000.

b. The following annual salary minima shall apply to all librarians following the across-the-board increase given following July 1, 2002:

• Grade L1 $34,000.
• Grade L2 $36,000.
• Grade L3 $39,000.
• Grade L4 $43,000.
  

3. The following salary minima shall apply to all academic professionals following the first across-the-board increase within the ratified contract:

• Grade L7 $17,975.
• Grade L8 $19,394.
• Grade L9 $20,973.
• Grade L10 $22,626.
• Grade L11 $24,460.
• Grade L12 $26,440.
• Grade L13 $28,598.
• Grade L14 $30,911.
• Grade L15 $33,353.
• Grade L16 $35,997.
• Grade L17 $38,280.

These annual minima shall be applied after across-the-board increases are made.

D. Additional Increases for Promotion

Any faculty member or librarian who is promoted in rank or grade level effective any July 1, shall receive a promotional increase, effective the following January 1, of seven percent (7%) of the promoted individual’s salary as of the preceding June 30.

In any year, the amount granted for promotions shall be reduced by the amount of the increase received the prior July 1 due to the application of salary minima.

E. Miscellaneous

1. Compensation for Summer or Other Third Academic Semester

a. Effective July 1, 2000, Summer or other third academic semester teaching shall be paid at the rate of three percent (3%) of the preceding academic year salary for each semester hour taught, provided that this rate does not exceed a maximum rate of $1,435. for each semester hour taught.

b. Effective July 1, 2001, Summer or other third academic semester teaching shall be paid at the rate of three percent (3%) of the preceding academic year salary for each semester hour taught, provided that this rate does not exceed a maximum rate of $1,470. for each semester hour taught.

c. Effective July 1, 2002, Summer or other third academic semester teaching shall be paid at the rate of three percent (3%) of the preceding academic year salary for each semester hour taught, provided that this rate does not exceed a maximum rate of $1,510. for each semester hour taught.

d. Effective July 1, 2003, Summer or other third academic semester teaching shall be paid at the rate of three percent (3%) of the preceding academic year salary for each semester hour taught, provided that this rate does not exceed a maximum rate of $1,550. for each semester hour taught.

e. When utilizing faculty as summer advisors, Temple University shall compensate the faculty member at .0055 of the annual salary for each day worked (based on the prior year annual salary as of June 30.)

2. Compensation for Overload Teaching

a. Effective July 1, 2000, Compensation for overload teaching by bargaining unit faculty during the academic year shall be as follows:

• Instructor $635. per semester hour
• Assistant Professor $685. per semester hour
• Associate Professor $760. per semester hour
• Professor $835. per semester hour

b. Effective July 1, 2001, Compensation for overload teaching by bargaining unit faculty during the academic year shall be as follows:

• Instructor $670. per semester hour
• Assistant Professor $720. per semester hour
• Associate Professor $795. per semester hour
• Professor $870. per semester hour

c. Effective July 1, 2002, Compensation for overload teaching by bargaining unit faculty during the academic year shall be as follows:

• Instructor $710. per semester hour
• Assistant Professor $740. per semester hour
• Associate Professor $835. per semester hour
• Professor $910. per semester hour

d. Effective July 1, 2003, Compensation for overload teaching by bargaining unit faculty during the academic year shall be as follows:

• Instructor $750. per semester hour
• Assistant Professor $780. per semester hour
• Associate Professor $875. per semester hour
• Professor $950. per semester hour

3. Increased Compensation/Salary Compression

A. Increased Compensation Funds

1. In the event that Temple wishes to pay any member of the bargaining unit in terms more favorable than those set forth herein, it may do so with a detailed rationale to the TAUP, as per the agreed upon guidelines.

2. Matching Offers: When the departmental faculty, Chairperson, and Dean wish to retain a faculty member who has a bona fide offer (in writing) from another institution, Temple (with the approval of the departmental faculty and the Chairperson) may offer a competitive salary adjustment to attempt to retain the individual without the prior approval of the TAUP. In the event that a salary increase results, Temple shall inform the TAUP in writing within ten days of the decision.

3. Up to $100,000 shall be used for 3.A.1. above, annually, and shall be applied to the base salary.

4. TAUP shall have the right to appeal individual decisions based on an obvious lack of evidence and documentation to warrant the increased compensation. The appeal shall be sent to the Associate Vice President for Personnel Administration. The final decision shall be determined by the Provost. The final decision shall not be subject to the grievance or arbitration provisions.

B. Salary Compression Funds

Eligible faculty who qualify for the compression fund shall receive a salary adjustment in the amount of $600, not to exceed the threshold. The adjustments shall be effective January 1, 2002, and January 1, 2003, respectively.

C. Criteria for Implementation of Salary Compression Fund Annually

The criteria for the implementation of Salary Compression Funds shall be as follows:

a. Minimum of 10 years' service.

b. Academic year salary equal to or less than the following threshold rates of pay applying each year after the addition of the across-the-board salary increases.

	Professor	Assoc. Professor	Asst. Professor
1/1/2002	$82,000	$66,500	$51,100
1/1/2003	$84,000	$68,500	$51,500

F. Compensation of Department Chairpersons

1. A Department Chairperson shall be compensated for the extra duties of that office during the Fall and Spring Semesters by a reduction from the base teaching work load or by an appropriate stipend in addition to the base salary, or by a combination of the two.

During the summer sessions, a Department Chairperson may be compensated for well defined specified duties by an appropriate stipend.

2. The reduction from the base teaching work load and the amount of stipend shall in all cases be proportionate to the scope and complexities of the duties of the Chairperson and shall not be tied to the rank and salary of the incumbent. The scope and complexity of the duties shall be determined from a matrix of factors presently agreed to by Temple and TAUP. Reductions from the base teaching work load and the amount of stipend shall be recommended by the Dean and must be approved by the Provost.

3. When Department Chairpersons receive such extra compensation, the TAUP will be informed of the extra compensation.

4. Salary increases across-the-board, merit, promotion, etc. for Chairpersons shall be based on the base salary only and shall not apply to the additional stipend.

5. Benefits for Chairpersons shall be based on the base salary only.

6. Reductions from the teaching work load and the amount of stipend are subject to reevaluation and change each September 1 depending on the planned scope and complexity of the succeeding year.

7. Aforementioned additional compensation shall cease when the faculty member's term as Department Chairperson ends.