Determination of Salaries
In accordance with Regent Policy 2-K the Chancellor must approve all delegated personnel matters, including compensation. All adjustments must be within the annual spending authority established by the Board of Regents. Salary pools must include both base building and any non-base building salary adjustments. Salaries shall be set by the dean and faculty in the college, school or department. Salary considerations for new and vacant positions shall consider such factors as market within the discipline, rank adjustments to reflect salaries at UCCS and any other relevant factors. These factors should be fully documented during the salary setting process.
Merit shall be the prevailing factor in all recommended salary increases. For tenured or tenure track faculty, the Dean of each college, school or library shall, through a collegial and consultative process with the faculty, develop clearly articulated standards of merit which include existing primary unit guidelines and peer review. For non-tenure track faculty, the Dean of each college/school/library shall, through a collegial and consultative process with the chairs of departments and the non-tenure track faculty, develop clearly articulated standards of merit. The Chancellor, in consultation with the Personnel and Benefits Committee of the Faculty Assembly, shall develop recommendations for allocation of the salary pool. Beyond annual merit, allocations may be made but are not required to be made into the following categories: promotions, uncompensated merit, and internal equity within departments or academic units. Merit must always be a consideration. The Chancellor shall provide all relevant information related to the budget process and the allocation of the salary pool. Please see HR Compensation Principles for Faculty, UCCS Policy 300-016 for further information.
Types of Allowable Additional Compensation include administrative appointments, teaching overload, and sponsored programs. Most of these types are allowable only when the work exceeds the normal workload expectations of the faculty member, or is considered higher level responsibilities. All additional compensation requires pre-approval of both the type of work and the amount of compensation. If the additional work will be paid by a sponsored project, the proposal must contain the request for additional pay. Please see HR Compensation Principles for Faculty, UCCS Policy 300-016 for further information.
Payday throughout the University is the last working day of the month. If the last day of the month falls on a weekend, payday is the preceding Friday.
Members of the instructional faculty have the option of receiving payment on a nine or twelve-month installment basis. The nine-month installment basis provides one-ninth of the academic year salary monthly between September 1 and May 31. The twelve-month installment basis provides one-twelfth of the academic year salary monthly between September 1 and the following August 31. The choice must be indicated by July 1 preceding the academic year.
An automatic bank deposit for paychecks is mandatory.