Section 5: Faculty Evaluation
5.8 Annual Salary Adjustments
5.8.1 Salary Adjustment Policy To fund faculty salary adjustments, the University uses money appropriated by the General Assembly. These state funds are allocated annually by the Board of Visitors, as follows:
.1 The portion of funds needed for promotions and for the correction of salary inequities is extracted first.
.2 The salary adjustment pool is divided among three levels of merit increment with the percentage of base salary increase for each level determined annually by the President and the Board of Visitors. Level 1 merit less than one year for evaluation, or less than effective - needs improvement. This rating implies that a faculty member is only barely meeting the minimum expected level of performance and that room for significant improvement exists. Level 2 merit is defined as effective. This rating implies that the individual has been productive and effective in meeting all goals and represents the average performance expected of UMW faculty. A rating of effective should always be interpreted in a favorable light. Level 3 merit is defined as outstanding. This rating should be applied to faculty members whose performance is determined to be well above the effective level of expectations. The difference in the base-pay increase between Level 2 and Level 3 will be no more than 1%.
5.8.2 Salary Adjustment Process All full-time, continuing faculty members are subject to annual performance review (§5.2) and on the basis of that review will be recommended for salary increments as outlined above. Should a faculty member's annual evaluation document inadequate or unsatisfactory performance, a failure to meet minimum performance expectations, no salary increment will be recommended, and the faculty member will be subject to unsatisfactory performance review (§5.9) with the potential ultimate recommendation to the President that the faculty member be dismissed for cause.
5.8.3 Pay Dates The first pay date for the academic year is September 1. Salary is paid in twenty-four equal paychecks over a twelve-month period. Pay dates are the first and the sixteenth of each month. When a holiday falls on the first or the sixteenth of the month, the payday is the immediately preceding workday.
5.8.4 Salary Checks It is required that checks be electronically direct-deposited to a bank account identified by the faculty member. Faculty members who plan to terminate employment at the end of an academic year must leave a forwarding address at the Payroll Office so that payroll checks can be mailed.
5.8.5 Federal Tax With few exceptions, a deduction for US income tax will be made from the amount of gross salary paid each faculty member. This deduction is based on an approved table of deductions from the US government. Each faculty member must file a form W-4 with the HRO. This form establishes the number of exemptions and is considered in the deduction of US tax. Certain faculty members, primarily residents of foreign countries, may be exempt from this deduction. Specific questions should be referred to the HRO.
5.8.6 State Tax The same provisions are applicable to Virginia state income tax. A Form Va-4 must be filed to establish the exemptions used in calculating the state withholding tax. This form is available in the HRO.
5.8.7 Salary Advances The University does not, under any circumstances, pay salary advances to faculty members.