Elements to Include in an A/B Salary Agreement
(Template A/B Salary Retention Adjustment agreement available)
1. Salary Components: A and B
- Amount of base salary to be covered by state funds (A) and by non-state funds (B), and the expectation that any future increases are applied proportionately to each component
2. Retention-Specific Considerations
- If this is a retention:
- Approved new monthly base salary and effective date
- Expectation that the recipient will remove themselves from current external consideration
- Ineligibility for another retention increase for 3 years from the effective date
- Whether the person is eligible for merit/unit adjustment at the next annual consideration
- If funding for the B-component lapses, the faculty member retains the right to a 100% appointment and may fund the B-component and return to 100% FTE at any time
3. Initial Hire-Specific Considerations
- If this is an initial hire:
- Initial time period (if any) over which the B-component will be supplied by the unit
- For tenure-track faculty, clarification of the tenure percent upon future promotion
- If funding for the B-component lapses, the faculty member may go on reduced responsibility as described in Office of Research GIM-38
4. Policy and Work Expectation Statements
- Statements that make explicit the above policy considerations:
- Work expectations for teaching, scholarship, and service have not changed with the salary increase and will not change if the B-component is unfunded at a future date
- Should the B component lapse, reducing paid FTE, teaching, service, and student supervision expectations are not changed
- The tenure fraction is irrevocably reduced to the A value
- The unit is under no obligation to fund the B-portion should external sources lapse
- Any course or administrative buyout is as a fraction of the full A+B salary, and the buyout is applied to only the A component
- Pay during paid medical leave, sabbatical, or approved partial leave without pay (LWOP) is generally in the same A/B proportion
- Retirement contributions and university matching are based on the total A+B in a given pay period and are thus reduced when the B-component is not funded
- Vested right to rehire upon retirement is limited to 40% of the A portion for 5 years; the maximum possible rehire amount is limited to 40% of recently funded salary (A+B, if B is funded)
- Outside professional work limitations are unchanged (52 days/year) and are independent of whether or not the B-component of salary is funded
- The limits on additional compensation in EO 59 apply to 25% of the full A+B salary
Partial Tenure A/B Salary Structure
Purpose
The fundamental purpose of partial-tenure appointments is to ensure that sufficient mechanisms exist to support the recruitment of University of Washington tenured and tenure-track faculty consistent with the University of Washington Faculty Salary Policy (See Executive Order 64 and Faculty Code 24-70 and 24-71). This policy allows units to hire faculty at competitive salaries beyond what can be guaranteed with state-supported resources.
An A/B salary structure guarantees support by state-committed funding for a specified portion of a tenured or tenure-track faculty member’s salary (known as “A-component”) and allocates the remaining portion (known as “B-component”) to non-state sources. The proportion of a faculty member’s appointment that is protected by tenure (or that will be protected upon award of tenure to tenure-track faculty members) is equal to the fraction A/(A+B). An A/B salary structure does not affect a faculty member’s expectations for merit and promotion, nor their permanent, indefinite appointment with the University (for tenured faculty) or the timeline for mandatory promotion consideration (for tenure-track faculty), whether or not the B-component is continuously funded.
Eligibility and Procedure
The fraction of an appointment that has guaranteed state support should be specified in the hiring plan request for a tenure-track or tenured faculty position.
The full salary (A+B) upon appointment must be within the range published in the advertisement for the position. 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 (see LINK). The (pending) tenure value should be entered into Workday with the appointment, and the “Partial Tenure” or “pending – Partial Tenure” flag selected.