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Published August 14, 2017
University of Wyoming President Laurie Nichols has appointed a 14-member task force to lead the development of a comprehensive policy or regulation on salary increases for benefited UW employees.
Development of such a policy is in line with UW’s new strategic plan, “Breaking Through: 2017-2022,” which calls for the university to “enhance workplace conditions to recruit, retain and reward all UW employees and encourage innovation and commitment.”
Co-chairing the task force are Roger Coupal, head of the Department of Agricultural and Applied Economics, and Chuck Mason, endowed professor in the Department of Economics.
Other members are:
-- Carolyn Pepper, professor in the Department of Psychology, representing the Faculty Senate.
-- Meg Flanigan Skinner, senior lecturer in the Department of Zoology and Physiology, representing the Faculty Senate.
-- Rachel Stevens, office associate, senior in the School of Pharmacy and president of the Staff Senate.
-- Kevin Colman, Transit and Parking Services employee, representing the Staff Senate.
-- Paula Lutz, dean of the College of Arts and Sciences.
-- Robert Aylward, vice president for information technology.
-- Billy Sparks, senior associate athletics director for business operations.
-- Deborah Marutzky, senior employment partner in Human Resources, representing nonacademic supervisors.
-- Tami Benham-Deal, associate vice provost in the Office of Academic Affairs.
-- Beth Robitaille, clinical professor at the Casper Family Medicine Residency Program.
UW General Counsel Tara Evans and Associate Vice President for Human Resources Jeanne Durr also will serve on the group.
The task force is expected to conclude its work by late December, with plans to present a salary policy or regulation to the UW Board of Trustees in January.
In arriving at a proposal, the task force is expected to review UW’s history of salary raises for faculty and staff members; study salary distribution policies of UW’s peer institutions; analyze UW’s employee salaries in comparison with the market; and examine cost-of-living considerations.
Among the tasks the group has been charged with addressing:
-- Recommend criteria such as merit or performance, market, institutional priorities, retention, compression and equity; as well as the relative weight of each component.
-- Recommend how to establish pools of funding to be awarded for these criteria.
-- Make recommendations on the process for annual employee evaluations.
-- Consider provisions for any off-cycle salary increases such as those related to equity, change in job duties and retention.