Faculty Senate Retreat – 9/3/10

• UT Compensation Advisory Board

• Center for Renewable Carbon

• Faculty Handbook Review

Compensation Advisory BoardCompensation Advisory Board

14-member state-wide advisory board to help guide the University’s compensation

philosophy, structure and programs.

Membership: Administrators, Membership: Administrators, Faculty and Staff Representatives Faculty and Staff Representatives

• Every campus and institute has a representative

Representing UT Knoxville:• Dr. Susan Martin

• Dr. Toby Boulet

• Ms. Margie Russell

• Resources for the Board: Human Resources: Linda Hendricks and Priscilla Bright

General Counsel: Catherine Mizell and Brian Lapps

Communications: Meredith LeCroy

Charged by President – March, 2010Charged by President – March, 2010

ChargeThe scope of the board is advisory in nature, recommending to the President’s staff changes to compensation philosophy, policies and practices.

Responsibilities include:

• Review and identification of best total compensation practices

• Review of UT policies and programs

• Development of a multi-year compensation strategy (market, equity, incentive and retention)

• Identification of long-term strategies and practices for improvement

• Identification of quick wins/successes for employees

Engaged national compensation consultant• Review of best practices• Review of current state and recommendations for improvement• Recommended survey of state and regional markets first

(including TBR and state employees)

Reviewed UT’s current compensation program• Compensation philosophy• Market relationship for direct pay and benefits• Policies, programs and pay practices• HR strategic plan and initiatives related to pay and benefits

Progress From First Two MeetingsProgress From First Two Meetings

Progress From First Two Meetings Cont’dProgress From First Two Meetings Cont’d

Looked for “quick wins”• Review employee suggestions from EEF and • Develop website and newsletter to keep employees informed of our

work

Developed “Employer of Choice” model• Continuum stages: misalignment foundation building supportive and promising EMPLOYER OF CHOICE• Use model to measure our progress

Focus of October meeting• Update compensation philosophy and gain support from senior leaders• Review survey of state and regional markets; determine other surveys• Identify “quick wins” for employees

Center for Renewable Carbon

4.1.3 Non-Tenure-Track Clinical PositionsAll non-tenure-track clinical appointments will be made for a definite term of one year or less. Appointments are renewable subject to availability of funds and satisfactory performance.

4.1.2 Non-Tenure-Track Research PositionsAll non-tenure-track research appointments will be made for a definite term of one year or less, subject to continued availability of external funding. Appointments are renewable subject to continued availability of external funding and satisfactory performance.

Faculty Handbook – Time Frame of Non-Tenure-Track Appointments