Salary Inversions. It is the intent of Northern Michigan University to remedy inappropriate salary inversions resulting from promotions. The University and the Association agree to institute a Faculty Salary Inversion Review Committee, composed of three (3) members appointed by the Association and three (3) members appointed by the PVPA A to monitor salary inversions that may arise from the promotion structure in the 2021-2026 Agreement and to recommend adjustments to the PVPAA. The Review Committee shall meet and make its recommendations to the PVPA A as soon after salary increases have been implemented as practicable. A potential salary inversion arises when the salary of a newly promoted faculty member is greater than colleagues at the same rank and in the same discipline. Not every inversion needs to be adjusted, however. If a faculty member with extraordinary attainments and accompanying above average salary is promoted and has a post-promotion salary larger than others at the new rank, then there is no prima facie reason to adjust the inverted salaries.
Salary Inversions. It is the intent ofNorthern Michigan University to remedy inappropriate salary inversions resulting from promotions. The University and the Association agree to institute a Faculty Salary Inversion Review Committee, composed ofthree (3) members appointed by the Association and three (3) members appointed by the PVPAA to monitor salary inversions that may arise from the promotion structure in the 2021-2026 Agreement and to recommend adjustments to the PVPAA. The Review Committee shall meet and make its recommendations to the PVPAA as soon after salary increases have been implemented as practicable. A potential salary inversion arises when the salary ofa newly promoted faculty member is greater than colleagues at the same rank and in the same discipline. Not every inversion needs to be adjusted, however. If a faculty member with extraordinary attainments and accompanying above average salary is promoted and has a post-promotion salary larger than others at the new rank, then there is no prima facie reason to adjust the inverted salaries. Principles The treatment ofsalary inversions will be guided by the following principles: PRINCIPLE: Potential salary inversions will only be considered for faculty who share the same Classification ofinstructional Programs (CIP) code. PRINCIPLE: Inverted salaries will only be adjusted if these salaries do not reasonably reflect professional attainment, market and years in rank. PRINCIPLE: A faculty member with an above average starting salary will be exempted as the cause ofa salary inversion using the following procedure:
1. Define the target salary to be the average CUPA-HR salary for new Assistant Professors or interpolated salary (such as a factor based on CUPA-HR average salary, years' experience or years in rank) as appropriate.
2. Xxxxxx the appointment salary to be the salary we negotiate with the successful applicant.
3. If the appointment salary for a faculty member is greater than the target salary, by an amount agreed upon by the committee, then it is agreed this person will not be the trigger for any subsequent salary inversion. Those identified as being exempt as a trigger for a salary inversion will be forwarded to the AAUP at time of hire and a database to track exempted faculty will be maintained.
