News

Affiliate and Annually-Appointed Clinical Faculty Promotion

Effective immediately, faculty in clinical-non-salaried, clinical-salaried, and affiliate titles will not be subject to promotion review by provost. Rather, a change in rank will now become a local school/college/campus-level (dean/chancellor) decision that is made through the annual reappointment review.

The goal of this change is to acknowledge and leverage the reappointment process for annually appointed faculty as the appropriate mechanism for assessing qualifications for appointment at rank. Leveraging the existing process will save time and effort while maintaining the substantive value of the school/college/campus review.

With the shift to a reappointment process, the unit is responsible for creating clear local processes and procedures for consideration of a change in rank at reappointment, consistent with attainment of qualifications prescribed in Faculty Code Chapter 24-34. Such procedures should be documented and readily accessible by unit faculty and staff. For clinical and affiliate appointees receiving compensation from the UW, a compensation change can coincide with reappointment. Thus, the traditional 10% salary increase that had been available to these populations upon successful promotion can still occur with a change in rank at reappointment.

OAP is reworking the reappointment process for affiliate and annually-appointed clinical faculty approved for rank and salary changes. Updates and revised web content will be provided closer to reappointment deadlines.

Additional Compensation for Academic Personnel

Prompted by a recent review, UW has pledged to clarify its additional compensation policy and enhance both operations and communication to ensure better understanding and compliance. Following the findings of the 2022-23 Internal Audit report, Executive Order 59 (EO59) was revised to clearly define when and at what levels additional compensation may be awarded to faculty, who has the authority to approve these requests, and any exemptions from the policy. While EO59 specifically governs faculty, it will also serve as an additional compensation model for other academic personnel populations.

Key changes and features associated with the implementation of this revised policy include:

• A 25% monthly limit to the amount of additional compensation
• Any amount above a 25% monthly limit will require provost approval
• An expansion in approval authority to streamline workflows
• Clarity on exemptions to the policy
• New compensation plans in Workday
• Validation rules on the Workday business processes

For details, visit Executive Order 59 and the Additional Compensation webpage. Join us on September 10 for a training session on the revised compensation policies.