Chairperson/Area Coordinator Salary for Additional Service Sample Clauses

Chairperson/Area Coordinator Salary for Additional Service. The UDMPU and Detroit Mercy agree that Department and Program Chairs who have the same or similar responsibilities should be given the same compensation for this administrative activity. Chairs with increased responsibilities are compensated at a higher level. Three basic levels of compensation for Chairs are developed, with the application of the following formula determining which of those levels applies to each Chair. Flexibility is included to apply both qualitative and quantitative factors including: number of full-time Faculty; number of Degree Programs; number of course sections in the Fall semester of each year; qualitative factors of extent of multi-disciplinary interactions, on- going accreditation related concerns, extensiveness of community relations, interactions with other University units and market exigencies. In departments in which the Employer operates a trimester program, the number of courses in the Fall shall be multiplied by four-thirds (4/3). In all cases, the value of the qualitative factors ranges from zero up to and including four, and shall be included into the sum total before determining level of compensation. If the addition of the number of full-time Faculty plus the number of Degree Programs plus 20% of the number of course sections taught under a Chair, plus the qualitative factor, is equal to or greater than sixteen, the compensation will be one course release for each semester and 2/9 base annual salary during the summer months. If the summation of these variables is equal to or greater than eight but less than sixteen, the compensation will be one course release per academic year and 1/9 base annual salary for summer months. If the summation of these variables is equal to or greater than five but less than eight, the compensation is one course release for the academic year or 1/9 base annual salary for summer months (to be mutually determined by the Chair and his/her Xxxx). An initial report is provided to the Union summarizing the calculation and award for each Chair. Should either party request a review or revision of the compensation formula as applied, a discussion and report shall ensue. Whenever a department or program has been granted a non-zero value for the qualitative factors, this report must document the rationale for this non- zero value. When a department is going through a periodic accreditation review that requires additional efforts of one or more Chairs, additional compensation is provided during the r...
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