LTSB - Time and Performance Steps

The value of a Faculty member and Librarian generally increases with time but not in a linear fashion. This time-based (or experience-based) increase is much more rapid during the early years of a career, continues at a slower rate during the middle years of a career and declines to a meaningful but low level in later years of most careers. Thus in addition to the effect of annual economic adjustments, the salary of a faculty member or librarian who performs satisfactorily throughout a career should increase most rapidly during the first years of employment and should increase much less rapidly during later years.

Our step system is such that after 35 years of service a faculty member or librarian having satisfactory performance could assume achievement of a final salary of about 2.25 times the Salary Base (SB).

See the Faculty Grid

See the Librarian Grid

That is to say, each year the actual value of a step will be determined by multiplying the negotiated value of the SB (Salary Base) for that year by the appropriate step coefficient as shown above.

The awarding of step salary increases is based on a peer review process, the outcome of which should readily translate into individual salary adjustments. Any such increments received will become part of an individual’s permanent salary.

In practical terms it is expected that most faculty members’ performance will result in a satisfactory evaluation and will result in the awarding of a single step increment. Those faculty and librarian members who exhibit outstanding performance would be eligible to receive an additional step. The performance of a very few might be judged as unsatisfactory. In these very few instances no step increment will be awarded. Since merit evaluations and selective increases are faculty policy matters, if this proposed salary scheme is adopted, a joint formal recommendation by the Administration and the Faculty Association will be made to the Joint Faculty Policy Committee and the Joint Committee on Librarian Policies requesting appropriate modifications be made to the policies governing evaluations, selective increases and the recognition. Such recommendations will include:

1. that an individual’s performance be assessed over a period of several years so as to identify a trend or pattern, bearing in mind that it may not be necessary to evaluate performance for every individual every year.
2. that the translation of perfomance ratings into salary steps should contain some form of positive or negative credit towards future grid steps, in order to recognize performance that was consistently better or worse than satisfactory over time.