Salary Support for Recruiting and Retaining Tenured and Tenure Eligible Faculty

(Updated October 2012)

Recruiting and retaining a talented, innovative, and diverse faculty remains a top university priority. To bring both flexibility and consistency to our recruitment and retention processes, the Office of the Senior Vice President and Provost operates a central partnership for recruitment, retention, partner accommodation, and diversification of the faculty.

Principles

Central salary funding. The Office of the Senior Vice President and Provost manages central funding for recruitment, retention, diversity and partner accommodation from a single fund. This will allow for flexibility in partnering with colleges.

Strategic recruitment and retention. Central funds can be requested for recruitment and/or retention of excellent tenured and tenure-eligible faculty in support of department, college and university strategic plans. The requesting department/unit must make a compelling case for central funding.

Diversity hires. While we expect all departments to vigorously seek out diverse candidates in all their searches, in unusual circumstances central funds can be requested to support the targeted hire of a tenured or tenure-eligible faculty member who contributes to the diversity of the faculty community.

Partner accommodations. Central funds can be requested to support partner accommodations for new tenured or tenure-eligible faculty hires. The partner accommodation may entail a tenured/tenure-eligible, non-tenure eligible, or P&S appointment. When the partner is hired into a tenured/tenure-eligible position, the funding will be considered continuous, a reallocation to the college base, as long as the partner remains at the university. For an NTE faculty position, the commitment is term.  For a P&S partner position, the college or department making the primary faculty hire will determine whether to seek continuous or term funding.

It is the college's responsibility to clarify to partners the nature of the funding attached to their positions. The partner accommodation funding of NTE faculty or P&S partner positions may be contingent upon the continued employment of the primary faculty hire. We recommend that you include appropriate language in both the LOI and the letter of offer to the partner clarifying the contingency of the funding. The following language should be included on the LOI and in the offer letter: "The offer is the result of a partner accommodation. As a result, continued funding for this position may be contingent on the continued employment of [NAME], your partner in the Dept of XYX." If the primary faculty member is no longer employed at the university and the partner wishes to remain in his/her position, the funding agreement for the partner position must be reviewed by all units involved. Partners hired into a tenured/tenure-eligible position are considered continuous and no special language is needed in their LOI.

Start-up and other research funding. Central support for start-up and research funding is managed by the Vice President for Research.  Requests should be directed to the VPR office.

Availability of salary funding. The SVPP may provide up to 1/3 of the proposed salary and fringe benefit costs for strategic recruitment, retention, diversity hires, and partner accommodations.  The central contribution from the Office of the Senior Vice President and Provost remains a fixed dollar amount for the term of the commitment (i.e., the salary and fringe benefits are not incremented for successive year salary increases) and for as long as the primary faculty hire remains employed at ISU.  In the case of partner accommodation, the home college/department of the partner should include the individual’s position as a budgeted line in the respective budget development cycle.

University Human Resources - Notice of Vacancy and Search Process. In the case of partner accommodations, once a dean receives funding approval from the SVPP, the dean/department must then contact UHR for review of their hiring plan.  UHR will work with units to ensure that hiring protocols and procedures are followed, for example, job description and classification of any new position, application and interview process, required background checks and disclosures, visa requirements where applicable, etc.   This contact and input early in the process will allow for more timely approval of the final hire.

Performance. In the case of partner accommodation, the partner must perform to expectations as is expected of any employee.   When the partner is hired into a term position (NTE faculty or P&S), the partner's renewal will be based on performance considerations.  Poor performance can result in non-renewal or termination.  It is important to note that performance is judged by the hiring unit and not the home department of the primary faculty member.

Tracking commitments for recruitment, retention, diversity, and partner accommodation. The Office of the Senior Vice President and Provost will track expenditures in each of four categories (recruitment, retention, diversity, partner accommodation).  Since many recruitment and retention efforts also fit in the categories of diversity and partner accommodation, any single commitment may help departments and colleges meet multiple goals.  The SVPP will collect data about the effectiveness of all commitments in recruitment, retention, diversity hires, and partner accommodations.

Guidelines for Salary Requests

 

Recruitment

Retention

Diversity

Partner Accommodation

What cost elements will Provost funds support?

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary plus benefits.

Summer support is not funded.

 

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary increment plus benefits at the current institutional average rates.

Summer support is not funded.

 

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary plus benefits.

Summer support is not funded.

 

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary plus benefits.

Summer support is not funded.

 

Are funds provided on a continuous* or term basis?

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

For term agreements, the salary commitment from Provost remains fixed for length of term.

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

For term appointments, the commitment from Provost remains fixed for length of term.

If funds are continuous, do they return when the individual leaves?

Yes, funds revert to Provost at same fraction as original contribution (1/3 of beginning salary and benefits becomes 1/3 of ending salary and benefits).

Salary and fringe benefit increments remain with college.

Yes, funds revert to Provost at same fraction as original contribution (1/3 of beginning salary and benefits becomes 1/3 of ending salary and benefits).

Yes, funds revert to Provost and other funding partners at same fraction as original contribution.

*Continuous = a reallocation to the college base        

Submitting a Salary Request

The Request for Salary Support for Recruiting and Retaining Tenured and Tenure Eligible Faculty form is available at http://www.provost.iastate.edu/administrator-resources/recruitment. The form must be completed in full and sent electronically to the Office of the Senior Vice President and Provost with current CV(s) and, if applicable, a copy of the outside offer. All requests must come through the dean(s) to the SVPP.

A college may submit its request at any time, however the provost will always need sufficient information to make a decision.  Please note:  Funds will not be transferred from the Office of the Senior Vice President and Provost until the final email decision is conveyed and the recipient's appointment is confirmed.  For continuous agreements processed after March 1, there will be a soft transfer of funds with a base reallocation the following year.