SECTION 22 Compensation

SECTION 22 COMPENSATION

High quality faculty and staff are crucial for providing students an integrated Western experience. The University faces an increasingly competitive national marketplace for the services of faculty and staff. Therefore: The University needs to maintain ongoing emphasis on achieving competitive salaries and broad-based benefits for faculty and staff.

The University and the Union agree to collaborate in furthering statewide awareness of the importance of investment in competitive salaries and broad-based benefits for higher education.

22.1 Salary

22.1.1  The academic salary schedule begins on September 16 and ends the following June 15.

22.1.2  The initial salary for tenured and tenure-track faculty and non-tenure-track faculty is set forth in the letter of offer.

22.1.3  Effective September 16, 2015, all faculty, with the exception of those mentioned in 22.1.3.1, will receive a basic salary increase of 3.75%. If the CBA becomes effective after September 16, 2015, all faculty shall receive the balance of their basic salary increase which is not to be covered in future pay periods as a single lump sum in the first salary payment to include the basic salary percentage increase.

22.1.3.1           New faculty hired for the 2015-16 academic year do not automatically receive the salary increase in 22.1.3. The UFWW President and the Provost will review the salaries of these faculty and take action to address any salary inequity by December 15, 2015.

22.1.4  Effective September 16, 2016, all faculty, with the exception of those mentioned in 22.1.4.1, will receive a basic salary increase of 3.75%.

22.1.4.1           New faculty hired for the 2016-17 academic year do not automatically receive the salary increase in 22.1.4. The UFWW President and the Provost will review the salaries of these faculty and take action to address any salary inequity by December 15, 2016.

22.1.5  Effective September 16, 2017, all faculty, with the exception of those mentioned in 22.1.5.4, will receive a basic salary increase as described below in sections 22.1.5.1 through 22.1.5.3.

22.1.5.1           The total salary increase in the third year shall be X + 1.25%. X is the amount allocated by the Washington State Legislature for general salary increases for fiscal year 2018. 

22.1.5.2           If the total of X + 1.25% in the third year does not equal 4.25%, then either the WWU Administration or UFWW will have the right to reopen and bargain Section 22.1 and Section 22.2 of the Agreement. If neither side opts to reopen and bargain these sections the total salary increase in the third year will be 4.25%.

22.1.5.3           The fraction of the total salary increase in the third-year to be distributed as across-the-board is in the same proportion as in years one and two. This proportion is equal to the fraction 3.75/4.25.

22.1.5.4           New faculty hired for the 2017-18 academic year do not automatically receive the salary increase in 22.1.5.1-

22.1.5.3. The UFWW President and the Provost will review the salaries of these faculty and take action to address any salary inequity by December 15, 2017.

22.2 Compression and Equity Adjustments

22.2.1  An amount equal to 0.50% of the actual salaries paid to faculty members in the bargaining unit in 2014-15 shall be distributed as of September 16, 2015 as salary increases to selected faculty effective at the beginning of the academic salary schedule. The process of dividing and distributing this amount will follow that outlined in Appendix E and sections 22.2.4 through 22.2.10. If the CBA becomes effective after September 16, 2015, all faculty shall receive the balance of their compression and equity adjustment which is not to be covered in future pay periods as a single lump sum in the first salary payment to include the compression and equity adjustment increase.

22.2.2  An amount equal to 0.50% of the actual salaries paid to faculty members in the bargaining unit in 2015-16 shall be distributed as of September 16, 2016 as salary increases to selected faculty effective at the beginning of the academic salary schedule. The process of dividing and distributing this amount will follow that outlined in Appendix E and sections 22.2.4 through 22.2.10.

22.2.3  An amount determined as described below in sections 22.2.3.1 through 22.2.3.3 shall be distributed as of September 16, 2017 as salary increases to selected faculty effective at the beginning of the academic salary schedule. The process of dividing and distributing this amount will follow that outlined in Appendix E and sections 22.2.4 through 22.2.10.

22.2.3.1           The total salary increase in the third year shall be X + 1.25%. X is the amount allocated by the Washington State Legislature for general salary increases for fiscal year 2018. 

22.2.3.2           If the total of X + 1.25% in the third year does not equal 4.25%, then either the WWU Administration or UFWW will have the right to reopen and bargain Section 22.1 and Section 22.2 of the Agreement. If neither side opts to reopen and bargain these sections the total salary increase in the third year will be 4.25%.

22.2.4.3           The fraction of the total salary increase in the third-year to be distributed as compression and equity is in the same proportion as in years one and two. This proportion is equal to the fraction 0.50/4.25.

22.2.4  For distributions in 2015-2016, all tenured and tenure-track faculty will be evaluated for compression and equity adjustments. Non-tenure track faculty are not eligible for compression and equity adjustments.

22.2.5  For distributions in 2016-2017 and 2017-2018, all tenured and tenure-track faculty, as well as non-tenure-track senior instructors, will be evaluated for compression and equity adjustments. Non-tenure track faculty who are not senior instructors are not eligible for compression and equity adjustments.

22.2.6  Faculty who did not meet expectations in their most recent reviews cannot receive an adjustment. Faculty who address deficiencies in failed reviews and subsequently meet expectations are eligible for adjustments in the year compression and equity adjustments are next available.

22.2.7  For the distributions in the 2015-2016 academic year, the administration will provide the UFWW with a list of the proposed adjustments by November 15, 2015. For the distributions in the 2016-2017 and 2017-2018 academic years, the administration will provide the UFWW with a list of the proposed adjustments by July 15 of the preceding academic year (July 2016 and July 2017, respectively).

22.2.8  Following the provision of the proposed adjustments to the UFWW outlined in Section 22.2.7, but prior to the distribution of the salary adjustments, representatives of the administration and UFWW will have the opportunity to review the proposed adjustments. The representatives will identify any anomalies, omissions, or errors and suggest possible remedies. These representatives may suggest changes on which a consensus is reached in each year of the agreement by the deadlines outlined in section 22.2.9 of the CBA to the Provost and the UFWW President, who must agree for any suggested changes to be adopted.

22.2.9  For the distributions in the 2015-2016 academic year, the final recommendations of the representatives shall be submitted to the parties of this agreement by December 10, 2015. For distributions in the 2016-2017 and 2017-2018 academic years, the final recommendations of the representatives shall be submitted to the parties of this agreement by August 15 of the academic year (August 2016, August 2017, respectively). 

22.2.10            In any year of this Collective Bargaining Agreement, any monies dedicated to Compression and Equity Adjustments (as specified in 22.2.1, 22.2.2, and 22.2.3) which remain undistributed after completion of the process outlined in sections 22.2.1 through 22.2.9 shall be proportionately distributed to all faculty as a general salary increase.  More specifically, if U dollars remain undistributed after this process, and T dollars is the total of all faculty salaries in the current academic year after all other salary adjustments have been implemented, each faculty member shall receive a fractional increase equal to U/T in the salary for the current academic year.

22.3     Post-tenure Review. All faculty who have exceeded department standards in at least one category of teaching, research, or service and who have met department standards in the remaining categories in a post-tenure review shall receive a 3% increase to their basic salary effective the following September.

22.4     Promotion and Advancement

22.4.1  Tenured and tenure-track faculty who receive a promotion shall have their base salary increased by 10% effective September 16 following the promotion.

22.4.2  Instructors who advance to senior instructor shall have their base salary increased by l0%, effective September 16 following the advancement.

22.5 Department Chairs

22.5.1  Chair stipends are based upon the total combined departmental FTE of tenured faculty, tenure-track faculty/non-tenure-track faculty, and staff, calculated on October 31 of each year. The stipends are payable quarterly, including summer, and are determined according to the following formulae:

22.5.1.1           Let FTE be defined as in 22.5.1 above.

22.5.1.2           The stipend per quarter = $1475 + ($85 × FTE).

22.5.1.3           The stipend per year = $5900 + ($340 × FTE).

22.5.2  Annual faculty appointment contracts for department chairs, during their term(s) of chair duty, are for 9.5 months (September 8 – June 22).

22.5.3  Department Chairs receive a temporary 0.75% base salary increase on September 8th of each year they serve as Department Chair. This increase becomes permanent after four consecutive years of department chair service. For Department Chairs in mid-appointment as of July 1, 2013, prior years of uninterrupted service count toward the four years of service necessary to receive the permanent base salary increase, but not toward the amount of the increase. Interruptions in service (as defined in Section 11) are accommodated provided the chair returns to the appointment after the leave and does serve a full four years. Chairs who are called back to chair service for reasons of administrative exigency may add all prior chair service toward fulfillment of the requirement that four consecutive years be served for the permanent salary increase. Salary increases do not accumulate during interruptions of service, and are not assigned to any chair service rendered prior to July 1, 2013.

Should a UFWW/WWU Collective Bargaining Agreement subsequent to the present one change or eliminate the compensation stipulation of this article, the salary increases accumulated under the present Agreement will still vest after four consecutive years of service, even if that four-year period ends after the expiration of the present Agreement.

22.5.4 Department chairs shall negotiate with the dean, with the approval of the Provost, any reduction in teaching load associated with the position.

22.6     Academic Program Directors

The Provost or dean will determine the appropriate stipend and/or release time in accordance with the responsibilities of each position. A stipend shall be at least $1000 in each quarter, including summer session, for which there are program responsibilities. In no case will the compensation given to program directors for the current level of responsibilities decrease.

22.7     Medical, Dental, Life and Long-Term Disability

Medical, Dental, Life and Long-Term Disability Plans, benefits and premium share are set and from time to time revised by the Washington State Health Care Authority.

22.8     Mileage

Authorized travel between campuses and/or worksite assignments shall be compensated at the current State of Washington mileage rate. Worksite is defined as an official WWU program site.

22.9     Professional Development

22.9.1 Each college will fund a faculty development and professional travel pool with an annual amount equal to $1,000 per FTE tenured/tenure-track faculty, and $500 per FTE non-tenure-track faculty member.  The funds will be allocated and administered by deans of colleges and Library in accordance with criteria and procedures in guidelines developed within the faculty governance bodies of each college and the Library. All faculty members are eligible to apply for the funds. When requested, the Provost will review with UFWW representatives the faculty development and professional travel pool expenditures.

22.9.2  A supplemental faculty development pool for Creative Activity and Scholarship will be funded with an annual amount equal to $100 per FTE tenured/tenure-track faculty, and $50 per FTE non-tenure-track faculty member.   These funds are in addition to any funds budgeted by Research and Sponsored Programs in 2014-2015.

The funds will be allocated and administered by Research and Sponsored Programs in accordance with criteria and procedures in guidelines developed within the faculty governance bodies of Research and Sponsored Programs. All faculty members are eligible to apply for the funds.

22.10   Retention

The University administration may, in consultation with the faculty member’s department, grant a salary increase to any faculty member for retention, provided that the Union is notified in writing of the change in salary and of the justifications for the change.

22.11   Stipends for Teaching Large Classes

The dean and the chair shall confer concerning the appropriate support and/or compensation for teaching large classes.

22.12   Release Time for Faculty Senate

Honoring the direct relationship and collaboration of the Faculty Senate and the University in shared governance, the University will provide a reduction in teaching load associated with the following positions in the university, depending on the scope of the role.

• Faculty Senate President

• Chair of ACC

• Chair of UPRC

• Legislative Representative

• Chair of Graduate Council

The Union will be notified of any changes proposed by the Senate and the University, and will be given the opportunity to bargain concerning those changes.

22.13   Compensation for Temporary Extra Teaching Assignments

22.13.1            Faculty may teach one or more courses above their regular teaching load with a recommendation from the department chair and approval by the dean. Such temporary extra teaching assignments will be compensated by temporary additional pay at the rate of 1/36 of the faculty member’s salary per credit hour.

22.13.2            Non-tenure track faculty who supervise independent study courses will be compensated at the rates specified in 22.15.2.1.iii.

22.14   Summer Research and Teaching Grants

            The University will award the maximum feasible number of Summer Research Grants and Summer Teaching Grants for each summer during which this agreement is in effect. Each grant will be in the amount of $6,000 and will be awarded in accordance with the policies of the Office of Research and Sponsored Programs.

22.15   Extended Education

22.15.1 Summer Session[1]

22.15.1.1         For Summer Session courses faculty are paid 1/45 of AY salary per credit.

22.15.1.2         Individually-supervised credit-bearing activities, such as independent studies, field research/experience, practicum, and internships in the summer will generally be paid at a per SCH rate. Deans may choose to offer faculty the salary per credit rate of pay (described in 22.15.1.1 above) for independent studies and internships. Per SCH pay is recommended for activities with 9 or fewer students, salary per credit is recommended for activities with 10 or more students. For academic years 2015-16, 2016-17, and 2017-18, the minimum per SCH rates for these undergraduate and graduate courses will increase by the same percentages as the basic faculty salary increases specified in Section 22.1. The instructors of any courses in the last three years that have been paid at more than $139 per credit shall continue to be paid for those courses at a rate no lower than that higher rate. Enrollment shall be determined as in section 22.15.1.3.

22.15.1.3

a.         For purposes of determining compensation for independent studies, field research/experience, practicum, and internships in the summer, “course enrollment” is the actual enrollment on the census date of the quarter. For individual courses not delivered on the regular quarterly cycle a final enrollment date will be specified.

b.         No compensation payments are earned or paid for canceled courses or for courses with a census date enrollment of zero.

22.15.1.4         For NTT Faculty teaching Summer Session, the academic year salary shall be annualized to determine summer salary. Once the academic year salary is annualized, all rules above apply.

22.15.2            Compensation for Credit-bearing Activity Governed by Section 16.5

22.15.2.1         Correspondence and Contracted Independent Study Courses at the SCH rates of:

i.               Standard Correspondence: $66 per SCH

ii.              Writing Intensive: $99 per SCH

iii.            "Contract" Independent Study: $140 per SCH

22.15.3.           Study Abroad/Study Away:

i.               Courses enrolling five or fewer students will be compensated on a per SCH basis at the rate of 70% of applicable tuition. Per SCH compensation cannot be applied to enrollments above 5 students.

ii.              For courses enrolling six or more students the faculty member will be paid at the rate of AY salary per credit described in Section 22.15.1.1 above.

iii.            In addition to instruction, the faculty member will be compensated for the "additional duties" associated with travel programs.

iv.            The total compensation for instruction and additional duties as described may be divided between multiple faculty members in any manner mutually agreed.

22.15.4            Online Courses

22.15.4.1          Course Development

22.15.4.1.1      The University will pay faculty not less than $500 per credit to develop online courses. These courses shall be considered work for hire. For course materials developed for payment from the university, the university may only share those materials with dean and departmentally approved instructors for that course. Course materials developed for payment from the university may only be used for the teaching of courses at Western by departmentally approved instructors. Faculty members who develop course materials for online courses retain the right to use those materials in other instructional formats.

22.15.4.1.2      Faculty may elect to develop online courses without compensation from the University. These courses remain the sole property of the faculty members who develop them. Faculty may use summer teaching grants to develop these courses and still retain ownership.

22.15.4.2         Online Instruction

22.15.4.2.1      For online courses taught outside the regular teaching load, faculty shall be paid 1/36 of their academic year salary per credit.

22.15.5            Cohort Programs, Off-campus and Special Duties Assignments

22.15.5.1         Tenured and tenure-track faculty teaching in a cohort program may do so as part of the regular load, or paid as an “extra teaching assignment” per 22.13. Compensation is based on academic year salary and is not based on separate Summer Session pay schedules, regardless of when during the year a course is offered.

22.15.5.2                  Non tenure-track faculty teaching in cohort programs are paid at the per credit rate established in their original appointment letter. Compensation is based on academic year rates and is not based on separate Summer Session pay schedules, regardless of when during the year a course is offered.

22.15.5.3                  NTT faculty working at a distance, who do not have access to WWU office space in Bellingham or at a WWU outreach site, shall receive a stipend to cover personal costs associated with teaching related expenses. The stipend shall be $250 per quarter.

22.15.5.4                  Costs associated with mileage/travel will be reimbursed to faculty when they are required to travel for their teaching assignment.

22.15.5.5                  Faculty who undertake administrative or non-teaching duties in support of a self-sustaining program shall be compensated through either a course release or stipend.

22.16   Non-Tenure Track Service Pool  

The University will fund a non-tenure track service pool with an annual amount equal to $150 per FTE non-tenure-track faculty member per year. In determining the funds available for a specific academic year, the FTE calculations shall be based upon the previous academic year. The funds will be allocated and administered by the Provost in accordance with criteria and procedures in guidelines developed by the Faculty Senate and approved by the Provost. All NTT faculty members are eligible to apply for the funds. When requested, the Provost will review with UFWW representatives the NTT service pool expenditures.


[1] “Summer Session” is defined in Section 16.