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Salary Anomalies Policy and Procedures

Office of Responsibility: Dean’s Office, ext. 4407

Historically, the number of salary anomalies that have been identified at Pace Law School and the percentage of the salary budget allocated to correcting these anomalies have been relatively small. There is no reason to expect that this pattern will change in the future.

The purpose of the Salary Anomalies Policy and Procedures is to assist the Dean and the Pace University Provost in ensuring that salary anomalies are corrected and that the procedures for identifying, assessing, and correcting salary anomalies are applied fairly and consistently.

  1. Scope

    This policy shall ensure that faculty members with similar tenure at the law school who provide equal or similar teaching, scholarship and service to the law school are compensated in an equitable manner. This policy is intended to adjust significant disparities and not to serve or to replace the annual merit increase available to faculty in respect of annual performance reviews.

  2. General Procedures

    The Provost, upon recommendation from the Dean, shall correct faculty salary anomalies for those faculty members whose salaries are significantly lower to those of similarly situated faculty members. The Dean shall appoint a Committee, which will advise him or her regarding anomalies in the salaries paid to full-time faculty members. The Committee will provide advice only to the Dean and to no other person or group. It is within the discretion of the Dean to make this advice available to other parties.

    All actions and proceedings of the Committee will remain confidential and no record of its deliberations will be released to any other body. The advice that the Committee provides to the Dean will include specific recommendations for action to be taken in the case of any salary anomalies identified by the Committee and a general description of the basis for these recommendations. The Committee will provide a written annual report to the Dean and to the Provost summarizing its work during the previous year.

  3. Composition of the Committee

    The Committee will consist of three regular full-time faculty members of the Pace Law School.

  4. Process

    • The Committee will have access on a confidential basis to salary data (not including administrative stipends) for all regular full-time faculty members of the Pace Law School except the Dean.
    • No later than February 28th of any year, any faculty member may make a formal request to the Dean for an adjustment to correct a perceived salary anomaly. The Dean shall refer the request to the Chair of the Committee,
    • The request shall include all relevant material to be considered by the Committee in light of this policy.
    • The Dean may make a recommendation to the Committee, as part of the annual salary review, regarding a perceived salary anomaly. The recommendation may be made in response to a request from a faculty member or on the initiative of the Dean. Notification may be sent to the Provost.
    • Where time permits, the Dean will refer all recommendations regarding perceived salary anomalies to the Committee for its advice. The Dean may also refer cases to the Committee that have not been identified under the procedures outlined above. If the Provost, upon recommendation from the Dean, takes action to correct a salary anomaly before the reference to the Committee, the Committee shall be informed of such action.
    • The Committee will advise the Dean and the Provost on all cases referred to it, and will summarize the reasons for any recommendation it may make. In addition the Committee, on its own initiative, may make recommendations to the Provost regarding perceived salary anomalies that have not been identified under the procedures outlined above.
    • The final decision of whether to approve a special salary adjustment to correct a salary anomaly rests with the Provost. The Provost will report the decision and its rationale to the Dean and the Committee as appropriate.
    • Upon completion of the Committee’s deliberations for the year, the Chair of the Committee will provide to the Dean and to the Provost a general summary of the Committee’s actions and recommendations. The summary should include the following information: the number of perceived anomalies referred to and dealt with by the Committee; the level at which the requests for review were initiated; the magnitude of the perceived anomalies; the recommendations made by the Committee; and any other information relevant to the functioning of the salary structure and policies that the Committee wishes to draw to the attention of the Provost and the President of the Faculty Association.
    • The Committee will meet with the Dean and the Provost following release of the Committee’s annual report to review the current procedures and criteria of the Committee and its actions during the year.
  5. Criteria

    In addition to the criteria outlined in the Tenure Document, the Committee will give attention to information with regard to comparable Pace Law School faculty members related to starting salary, length of service, tenure, gender, years since law school graduation, leadership, productivity, and current market factors for new hires. The Committee will also consider historical and current salary structures, procedures, and policies.

    Anomaly adjustments should not be proposed where their effect would be to counteract decisions made previously with regard to salary adjustments or applications for promotion. Any recommendation for correcting a salary anomaly should be made only where the current salary is at significant variance with normal salary ranges for a faculty member with similar teaching, scholarship and service.

  6. Referral of Other Matters to the Provost

    Where, in its review of comparable faculty members, the Committee identifies other faculty members who should be considered for a salary anomaly, the Committee’s report to the Dean shall identify such faculty members. The identification of such faculty members in the Committee’s report is only a recommendation that such salaries should be reviewed and does not constitute a recommendation by the Committee that a salary adjustment be made.

2-11-03