Entry salaries Each fall the Dean sets a standard salary figure for faculty to be hired in the coming year. Specific salaries are sometimes further negotiated with new hires, taking into account such factors as previous teaching experience and the higher market demand in some fields.
Salary increases Each spring the president (in consultation with the Dean of the College and the Faculty Personnel Committee) decides on dollar amounts that will be the standard raise for each rank (e.g., $1,000 for assistant professors, $1,500 for associate professors, $2,000 for full professors). An amount is also decided for a merit increment above the standard raise (e.g., $400). The deliberation as to who gets a standard raise and who a merit increase (and who, in rare cases, a less than standard raise) is a joint one between the President, the Dean, and the Faculty Personnel Committee (FPC), with the final decision resting with the President. (See the Faculty Handbook for details on the process.) Each year, all faculty are considered for the standard raise for each rank. But merit reviews are conducted on an alternate year basis. That is, in any given year only one half the faculty are reviewed for merit (based on last names: A-L in the first year, K-Z in the second). Thus, each faculty member's merit award reflects a review of their work for a 2-year period. Both standard raises and merit increments become part of a faculty member's base salary.
Material reviewed annually for salary review (for contract, tenure, or promotion review more is looked at--see the Faculty Handbook for details):
Your cv update--the main source of information about your professional activities at the college and in a larger arena.
Teaching evaluations from the past calendar year.
Department chair's evaluation. Be sure to give your chair your cv update and to talk to him/her about what you've been doing.
Supplementary material as suggested on the cv update form (e.g., syllabi from new courses).