University of Virginia Library

ATTACHMENT A = Compensation & Personnel Administration Plan ADMINISTRATIVE/PROFESSIONAL FACULTY COMPENSATION
AND PERSONNEL ADMINISTRATION PLAN

PURPOSE:

In June of 1986 Governor Baliles formed the Decentralization Steering Committee to oversee a Higher Education Decentralization Study. The study was in response to a request from the college and university presidents to identify administrative functions where authority and responsibility could be appropriately delegated to the institutions. The Steering Committee established several task forces and charged them with making recommendations.

The Personnel Decentralization Task Force observed that definitions found in the Governor's Consolidated Salary Authorization Plan specified by job title the types of positions which may be designated as teaching, research and administrative. The institutions' Boards of Visitors have full authority to appoint faculty, however, there are restrictions on their appointments of individuals to administrative and professional positions. The Task Force recommended that the Governor's Consolidated Salary Authorization be amended to provide for two distinct categories of faculty. These changes would permit each institution latitude to designate the number and types of positions which can be assigned administrative/professional status.

The conflict between colleges and universities and the Commonwealth's Department of Personnel and Training is partially attributable to state governments view of these positions. The traditional view is that these positions should be directly and literally associated with academic or student personnel activities. This places a more narrow definition on them than is either realistic or necessary. In reality, virtually all administrative and professional personnel work in an academic environment. They constitute a unique and separate employment market in which the institution must compete. They are all associated either directly or indirectly with an academic enterprise.

The Task Force's recommendation was to create a new category of positions entitled "Administrative and Professional Faculty". The definitions and qualification criteria are listed below:

ADMINISTRATIVE FACULTY

Administrative faculty require the performance of work directly related to the management of the educational and general activities of the institution, department or subdivision thereof. Incumbents in these positions exercise discretion and independent judgment and generally direct the work of others.

Qualification Criteria

• --must have advanced degree; or training and work experience at a level which equates to an advanced degree;
• --must perform the duties and responsibilities associated with this category greater than 50 percent of the contractual time;
• --must regularly exercise discretionary actions;
• --the organization reporting relationship normally must not go lower than three (3) levels below the President (Agency Head) for institutions that are doctoral degree granting or have a student headcount enrollment of 10,000 or more, nor two (2) levels below the President for institutions that are non-doctoral degree granting and have a student headcount enrollment less than 10,000. In the Commonwealth's two teaching hospitals, the reporting relationship normally must not go lower than three (3) levels below the Chief Executive Officer of the hospital.

PROFESSIONAL FACULTY

Professional faculty require advanced learning and experience acquired by prolonged formal instruction and/or specialized work experience. This category is normally limited to librarians, counselors, coaches, lawyers, physicians, dentists, veterinarians and other professional positions serving education, research, athletic, medical, student affairs, and development functions or activities.

Qualification Criteria

• --must have advanced degree; or training and work experience at a level which equates to an advanced degree;
• --must perform the duties and responsibilities associated with this category greater than 50 percent of the contractual time;
• --must regularly exercise professional discretion and judgment;
• --work produced must be intellectual and varied in character and should not be standardized.
• Each institution is required to develop a "Personnel Administration and Compensation Plan" for Administrative and

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  Professional faculty. This plan must be approved by the Board of Visitors and subsequently by the State Department of Personnel and Training.

ADMINISTRATIVE/PROFESSIONAL FACULTY COMPENSATION
AND PERSONNEL ADMINISTRATION PLAN
January 1, 1989

◦ A position description will be required for each current and proposed Administrative/Professional faculty position. The position description should include an organization chart indicating the position's level in relationship to the President as well as subordinate positions and job titles. The position descriptions will be maintained in the Department of Personnel Administration.

◦ A written performance evaluation will be required at least annually of an individual holding an Administrative/Professional position. A copy of the performance evaluation will be provided to the individual and a copy should be maintained in the individual's personnel folder. The respective vice presidents are responsible for ensuring these evaluations are processed in a timely manner.

◦ Salary increases will be awarded to Administrative/Professional faculty based upon the objective analysis of the performance of each individual as reflected on the written performance evaluation.

◦ Job titles shall be consistent and descriptive of the job duties for each Administrative/Professional faculty position.

◦ Compensation Guidelines for Administrative/Professional faculty will be determined by comparing compensation paid for similar positions at peer institutions. On an annual basis compensation data will be collected from the College and University Personnel Associations Administrative Compensation Survey on institutions that are members of the American Association of University's (AAU) and other appropriate comparators. Other special studies may be conducted as necessary.

◦ The University will adhere to the requirement in the Consolidated Salary Authorization which limits the salary average for 11/12 month Administrative and Professional faculty to an amount which does not exceed the salary average for 9/10 month teaching and Research faculty by more than 35%.

◦ The administrative responsibility for the Administrative/Professional Personnel Administration and Compensation Plan is assigned to the Assistant Vice President for Personnel Administration.