Attachment A: Competitive Funds Guidelines

Attachment B lists the appropriate date for submission of each unit's plans for competitive funds and their distribution.

Competitive Faculty Plan: Principles

The current biennial budget framework includes a merit pool of dollars for FY 2008, to support our strategic positioning implementation through investments in the University's faculty. You will recall this is the third year of our plan to make large investments in faculty. The special funds will support specific proposals from the University's campuses and colleges that address special faculty compensation issues. These funds are not to be used for recruitment, but are targeted to current faculty. The compensation plan proposals will be evaluated on the basis of the following principles.

1. The plan must reward outstanding performance as measured in a manner that is appropriate for and indicative of the discipline(s) and is consistent with the University's strategic goal of being a top three public research university.


2. The plan must target the segment of the existing faculty within units that is the most distinguished (as determined by performance and national reputation at career stage), where there are great strengths or the significant promise of great strengths.


3. The plan must address compensation issues in units that are of high priority, given the University's strategic direction and goals.


4. The plan must address compensation issues in units that face sharp competitive pressures and issues in recruiting and retaining faculty members. Retention cases may be addressed through these funds.


5. The plan must include both a salary request plus accompanying fringe benefit costs for each person identified.


6. For faculty who have cross-collegiate appointments, the deans must determine which college is making the request and agree on the requested amount. Faculty with cross-collegiate appointments also should be clearly identified in the proposals.


7. Include as part of this plan, a report on how last year's special compensation pool was used.

Competitive P&A Plan: Principles

The current biennial budget framework includes a merit pool of dollars in FY 2008 to support our strategic positioning implementation through investments in the University's Professional and Administrative staff. The special funds will support specific proposals from the University's campuses and colleges that address P&A compensation issues. The compensation plan proposals will be evaluated on the basis of the following principles.

1. The plan must reward outstanding performance as measured in a manner that is appropriate for and indicative of the discipline(s) and is consistent with the University's strategic goal of being a top three public research university.
2. The plan must target the segment of the P&A within units who work primarily in research and/or teaching.
3. The plan must address compensation issues in units that are of high priority, given the University's strategic direction and goals.
4. The plan must address compensation issues in units that face sharp competitive pressures and issues in recruiting and retaining P&A staff who perform the responsibility of teaching and research. Retention cases may be addressed through these funds.
5. The plan must include both a salary request plus accompanying fringe benefit costs for each person identified.
6. Include as part of this plan, a report on how last year's special compensation pool was used.

In sum, the compensation dollars for faculty and P&As that will be awarded by the Provost will be directed: 1) to reward distinguished performance and reputation; 2) for the purpose of aligning these investments with the strategic direction regarding creating and maintaining a world-class faculty; 3) where there are significant market and competitive pressures; and 4) in order to strengthen the University's competitive academic position and reputation. Colleges and departments are encouraged to internally reallocate budgets and other resources in order to leverage unit dollars with central funds to maximize the success of the three-year plans.