Faculty Compensation

Texas Woman's University is a doctoral, professions dominant university dedicated to the pursuit of educational, research, and public service objectives. To attain these objectives, the University must secure the services of a diverse and highly qualified faculty. It is the policy of the University to distribute fairly and equitably money available for faculty salaries. Discrimination based upon race, color, religion, sex, age, national origin, or veteran status is a violation of University policy. Faculty salaries are based on duties, responsibilities, education, experience, knowledge, skills, abilities, internal equity, market analysis, and the availability of funds. Market analysis involves periodic review of salaries paid for similar work in institutions of higher education in Texas and the United States.

The Provost and Vice President for Academic Affairs, in consultation with the deans, are responsible for establishing faculty salaries.

Salary Floors for Tenure Track Faculty

Professor	$55,000
Associate Professor	$50,000
Assistant Professor	$45,000

Salary Floors for Clinical Track Lecturer/Faculty

Clinical Professor	$50,000
Associate Clinical Professor/Senior Lecturer	$45,000
Assistant Clinical Professor/Lecturer II	$41,000
Clinical Instructor/Lecturer I	$39,000

Salary Increases for Promotion and Tenure

If all faculty receive a pay increase, those individuals being promoted will receive the raise for the rank currently held. After that increase is calculated, the following will apply. The individual will receive the floor salary of the new rank or 3 percent of the base for the rank to which promoted, whichever is greater. The 3 percent increase would be:

$1,650	promotion to professor
$1,500	promotion to associate professor
$1,500	promotion to clinical professor
$1,350	promotion to associate clinical professor/senior lecturer
$1,230	promotion to assistant clinical professor/lecturer II

In addition, each individual granted tenure will receive a salary increase of $2,000.

Compensation for Department Chairs and Program Directors

There are two compensation plans for department chairs and program directors. One is an administrative model used primarily for department chairs. The second is a faculty model used for program directors and some department chairs. The model to be used is determined by the provost in consultation with the dean. Faculty salary floors apply to portion of the salary of department chairs and program directors that is based on faculty status not including the stipend.

Model 1: Department Chair

• Appointment is for 12 months and is considered an administrative appointment.
• Earns vacation hours at the normal accrual rate. Must use vacation hours for time off; does not follow faculty schedule for time off.
• Faculty salary is determined based on rank and experience. Raises are based on faculty rank. If the individual returns to a faculty position, only the faculty salary will continue.
• A monthly stipend is paid for 12 months; current stipend is $250/month.
• Individual is expected to earn 3- 6 work units from teaching each semester (Fall, Spring, and Summer) depending on size and complexity of department. The teaching units per semester will be approved by the Dean of the College.

Model 2: Program Director

• Appointment is for 9 months and is considered a faculty appointment.
• Follows faculty schedule for time off.
• Faculty salary is determined based on rank and experience. Raises are based on faculty rank. If the individual returns to a faculty position, only the faculty salary will continue.
• A monthly stipend is paid for 9 months; current stipend is $200.
• Individual is expected to earn a minimum of 6 work units from teaching in Fall and Spring. The individual may be given a regular faculty contract for summer, if needed to teach; may be paid for 3 work units in summer to act as program director, if approved by dean.

All faculty offers of employment, promotions, transfers, demotions, and changes in compensation will be subject to review prior to any action by the Provost & Vice President of Academic Affairs, or his/her designee; and the Equal Employment Opportunity Officer, or his/her designee; to ensure EEO Compliance.

APPROVED: 7/05

See Section B - Ranks and Titles