New Tenure-Status Flags and A/B Salary Guidance

Tenure Status

A faculty member on the professorial (tenure) track will have one of the following tenure statuses in Workday tenured, pending, partial, pending – partial, A/B retention, or pending – A/B retention. Usage for these statuses is described below. The tenure status flag and tenure value fields should not be available for any other faculty or academic personnel (e.g., research, without tenure for reasons of funding, teaching, or clinical practice professorial tracks, other instructional titles, postdocs, librarians, or academic staff).

• Tenured: An Associate Professor or Professor with 100% of their appointment and salary backed by the protections of tenure. A faculty member with a tenure status of “tenured” should have a tenure value of 100 in Workday (or values that sum to 100 if they have a joint appointment with split tenure).
• Pending: An Assistant Professor, Associate Professor TenureTrack, or Professor Tenure Track who has 100% of their base salary guaranteed by state funds for the duration of their appointment and who will have 100% of their appointment backed by the protections of tenure should they promoted to Associate Professor or Professor. A faculty member with a tenure status of “pending” should have a tenure value of 100 in Workday (or values that total 100 if their tenure is split among multiple departments).
• Partial: An Associate Professor or Professor hired into the professorial track whose offer letter states that only the fraction A/(A+B) of their appointment and salary is backed by the protections of tenure. The University is under no obligation to supply the fraction B/(A+B) of their base salary. If any of their B-component salary is unfunded they must go into reduced responsibility status (see GIM-38). A faculty member with a tenure status of “partial” should have a tenure value of A in Workday (or values that total A if their tenure is split among multiple departments). Candidates should be made aware of the expected A/B salary structure during the interview process, and the offer letter should include information on policies governing partial tenure.
• Pending – Partial: An Assistant Professor, Associate Professor Tenure-track, or Professor Tenure-track whose offer letter states that only the fraction A/(A+B) of their salary is guaranteed by state funds and that only a fraction A/(A+B) of their appointment will be backed by the protections of tenure should they be promoted. The University is under no obligation to supply the fraction B/(A+B) of their base salary. If any of their B-component salary is unfunded they must go into reduced responsibility status (see GIM-38). A faculty member with a tenure status of “pending – partial” should have a tenure value of A in Workday (or values that total A if their tenure is split among multiple departments). Candidates should be made aware of the expected A/B salary structure during the interview process, and the offer letter should include information on policies governing partial tenure.
• A/B Retention: An Associate Professor or Professor who was hired into a position that is fully backed by state funds who subsequently received an A/B retention salary adjustment reducing their tenure value to A. The university is under no obligation to supply the fraction B/(A+B) of their base salary. Since their performance expectations did not change when the A/B agreement was enacted, they are not required to go into reduced responsibility status if their B-component is unfunded but should use the A/B-associated reason codes when changing base pay by altering their FTE. A faculty member with a tenure status of “A/B retention” should have a tenure value of A in Workday (or values that total A if their tenure is split among multiple departments).
• Pending – A/B Retention: An Assistant Professor, Associate Professor Tenure Track, or Professor Tenure Track who was hired into a position that is fully backed by state funds who subsequently received an A/B retention salary adjustment reducing their (pending) tenure value. The university is under no obligation to supply the fraction B/(A+B) of their base salary. Since their performance expectations did not change when the A/B agreement was enacted, they are not required to go into reduced responsibility status if their B-component is unfunded but should use the A/B-associated reason codes when changing base pay be altering their FTE. A faculty member with a tenure status of “pending – A/B retention” should have a tenure value of A in Workday (or values that total A if their tenure is split among multiple departments).

Tenure Value

• Tenure Value: A tenure value should be entered for all faculty on the Professorial track, irrespective of rank or tenure status. Tenure value reflects the minimum commitment of the university to support a faculty member’s salary from state funds while they hold a professorial-track appointment. Tenure value is zero for all faculty appointments not in the professorial track (i.e., research, teaching, without tenure for reason of funding, clinical practice, or other instructional titles). Tenure value is always ≤ roster percent.
  • Faculty with a tenure status of Tenured or Pending have a tenure value equal to their roster percent.
  • Faculty with a tenure status of Partial, Pending – Partial, A/B Retention, or Pending – A/B Retention will have a tenure value less than 100, generally between 50 and 95. For Associate Professor and Professor appointments, this reflects the percent of a full-time appointment that is backed by the protections of tenure. For untenured professorial track faculty, this is the percent of their base salary guaranteed by state funds. It is also the percent of a full-time appointment that will be backed by the protections of tenure should they be promoted to Associate Professor or Professor.

Salary Terms

• Base Rate: This is the total salary from all sources (A+B) for full-time effort (100% full-time equivalent, or FTE). The base salary is the faculty salary used when allocating fractional effort to grants and contracts.
• Base Pay: This is the actual salary paid to a faculty member in a given pay period. Base pay is the amount on which retirement benefits (including matching funds) are based. Paid salary is reduced from the base salary when the B-component is not funded and/or a faculty member takes a (partial) leave. A paid salary that is less than the base salary is implemented in Workday through a reduction in FTE% with a reason code specifying why the FTE is changed.
• A-Component Salary (Tenure-Backed): The A component of an A/B salary is the state-committed salary support associated with tenure that is matched with an institutional expectation of teaching, research, and service contributions, where “A” is a percentage of FTE. The A component is the protected salary for tenured faculty members referred to in Faculty Code 25-31. For tenure-track faculty members, this is the percent of their appointment that will be protected once they achieve tenure. Faculty members entering into an A/B agreement are voluntarily reducing the fraction of their appointment protected by tenure to A/(A+B). Faculty members hired with (pending) partial tenure have accepted a position where a fraction A/(A+B) of their salary is backed by state funds and the remaining B/(A+B) comes from alternative sources.
• B-Component Salary (Not Tenure-Backed): The B component of an A/B salary is the balance of the base salary funded from non-state appropriated sources matched with an institutional expectation of teaching, research, and service contributions, where “B” is a percentage of FTE. The B component is contingent upon the faculty member’s ability to generate funding from applicable non-state sources. In the event a faculty member is unable to provide the B portion of their salary, the institution is under no obligation to provide lost funding. When funding for their B-component changes, faculty with a tenure status of (pending) partial should use the reduced responsibility change codes while faculty with (pending) A/B retention tenure status should use the B-component change codes.
• A/B Ratio: The A/B ratio is the ratio of the state-backed (A-Component) to non-state-backed (B-component) salary associated with a faculty member’s appointment (A+B = 100). The A/B ratio resulting from an A/B retention action must lie between 90/10 and 70/30. The A/B ratio for a new hire in the professorial track should be specified in the hiring plan.
• Applicable Sources: The B-component salary for faculty with (pending –) A/B retention status must come from sources other than the state-supported general operating fund. This may include grants, contracts, clinical revenue, etc., providing the source of funds approves its use for this purpose. The state is under no obligation to supply B-component salary for faculty with (pending –) partial tenure status, but may occasionally pay for additional duties (e.g., classroom teaching) that must be supported by general operating funds and which go beyond their normal A-component responsibilities.
• Advertised Salary Range: The advertised salary range for a partial-tenure hire should be the full (A+B) salary.

Faculty with tenure status A/B Retention or Pending – A/B Retention

• Unfunded B Component: Used when a faculty member with an A/B retention loses some or all of the funding for the B component of their salary and the support team for their unit needs to reduce their effort to reflect the reduced funding. For example, a faculty member has tenure status A/B Retention and tenure value 80 who needs to reduce their B-component salary from 20% to 10% of their total base salary would have their FTE reduced to 90% with this reason code.
• Change in B Component Funding: Used when a faculty member who previously lost some or of all of the funding for the B component of their salary finds a new funding source or loses additional B component funding and the support team for their unit needs to change their effort to reflect the shift in funding, but they are still missing some potential B-component salary. For example, a faculty member has tenure status A/B Retention and tenure value 80 who wishes to increase their B-component salary from 10% to 15% of their total base salary would have their FTE increased from 90% to 95% with this reason code. Any transaction with this code should result in a faculty member’s FTE being less than their roster value.
• Return from Reduced B Component Funding: This is used when a faculty member with tenure status (pending) A/B Retention who previously lost some of all of the funding for the B component of their salary finds new funding and is able to fully fund the B component of their salary and the support team for their unit needs to return their effort to their regular level to reflect the restored funding. Any transaction with this code should result in a faculty member’s FTE being equal to their roster value.

Faculty with tenure status Partial or Pending – Partial

• Reduced Responsibility: Used when a faculty member with partial tenure loses some or all of the funding for the B component of their salary and the support team for their unit needs to reduce their effort to reflect the reduced funding. For example, a faculty member has tenure status Partial and tenure value 80 who needs to reduce their B-component salary from 20% to 10% of their total base salary would have their FTE reduced to 90% with this reason code. They would also need to file the appropriate GIM-38 paperwork associated with a change in responsibilities.
• Change in Reduced Responsibility: Used when a partial-tenure faculty member who previously lost some or of all of the funding for the B component of their salary finds a new funding source or loses additional B component funding and the support team for their unit needs to change their effort to reflect the shift in funding, but they are still missing some potential B-component salary. For example, a faculty member has tenure status Partial and tenure value 80 who wishes to increase their B-component salary from 10% to 15% of their total base salary would have their FTE increased from 90% to 95% with this reason code. They would also need to file the appropriate GIM-38 paperwork associated with a change in responsibilities. Any transaction with this code should result in a faculty member’s FTE being less than their roster value.
• Return from Reduced Responsibility: This is used when a faculty member with partial tenure who previously lost some or all of the funding for the B component of their salary finds new funding and is able to fully fund the B component of their salary and the support team for their unit needs to return their effort to their regular level to reflect the restored funding. Any transaction with this code should result in a faculty member’s FTE being equal to their roster value. If a faculty member who has been on reduced responsibility either goes on leave or permanently reduces their roster value, they should first be returned from reduced responsibility, followed by processing the roster change or leave.