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Faculty Senate Retreat – 9/3/10

Faculty Senate Retreat – 9/3/10. UT Compensation Advisory Board Center for Renewable Carbon Faculty Handbook Review. Compensation Advisory Board. 14-member state-wide advisory board to help guide the University’s compensation philosophy, structure and programs.

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Faculty Senate Retreat – 9/3/10

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  1. Faculty Senate Retreat – 9/3/10 • UT Compensation Advisory Board • Center for Renewable Carbon • Faculty Handbook Review

  2. Compensation Advisory Board 14-member state-wide advisory board to help guide the University’s compensation philosophy, structure and programs.

  3. Membership: Administrators, Faculty and Staff Representatives • Every campus and institute has a representative Representing UT Knoxville: • Dr. Susan Martin • Dr. Toby Boulet • Ms. Margie Russell • Resources for the Board: Human Resources: Linda Hendricks and Priscilla Bright General Counsel: Catherine Mizell and Brian Lapps Communications: Meredith LeCroy

  4. Charged by President – March, 2010 Charge The scope of the board is advisory in nature, recommending to the President’s staff changes to compensation philosophy, policies and practices. Responsibilities include: • Review and identification of best total compensation practices • Review of UT policies and programs • Development of a multi-year compensation strategy (market, equity, incentive and retention) • Identification of long-term strategies and practices for improvement • Identification of quick wins/successes for employees

  5. Progress From First Two Meetings Engaged national compensation consultant • Review of best practices • Review of current state and recommendations for improvement • Recommended survey of state and regional markets first (including TBR and state employees) Reviewed UT’s current compensation program • Compensation philosophy • Market relationship for direct pay and benefits • Policies, programs and pay practices • HR strategic plan and initiatives related to pay and benefits

  6. Progress From First Two Meetings Cont’d Looked for “quick wins” • Review employee suggestions from EEF and • Develop website and newsletter to keep employees informed of our work Developed “Employer of Choice” model • Continuum stages: misalignment foundation building supportive and promising EMPLOYER OF CHOICE • Use model to measure our progress Focus of October meeting • Update compensation philosophy and gain support from senior leaders • Review survey of state and regional markets; determine other surveys • Identify “quick wins” for employees

  7. Center for Renewable Carbon

  8. Faculty Handbook – Time Frame of Non-Tenure-Track Appointments 4.1.3 Non-Tenure-Track Clinical Positions All non-tenure-track clinical appointments will be made for a definite term of one year or less. Appointments are renewable subject to availability of funds and satisfactory performance. 4.1.2 Non-Tenure-Track Research Positions All non-tenure-track research appointments will be made for a definite term of one year or less, subject to continued availability of external funding. Appointments are renewable subject to continued availability of external funding and satisfactory performance.

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