Approved by the Board of Trustees, April 18, 2002
Amended by the Board of Trustees, August 29, 2002
Approved by the Board of Governors, September 13, 2002

Institutional Plan for Management Flexibility (PDF)

  1. Introduction and Background

    Policy # 600.3.4 of the UNC Board of Governors, “Granting of Management Flexibility to Appoint and Fix Compensation,” provides for the delegation to the Boards of Trustees of Special Responsibility Constituent Institutions the authority to administer various personnel actions.  These personnel actions are described in Policy # 600.3.4.

  2. Approval Process and Content of the Institutional Plan

    UNCG sought to obtain management flexibility by submitting an Institutional Plan to the Senior Vice President for Academic Affairs for review and approval by the Board of Governors. This plan was approved by the Personnel and Tenure Committee of the Board of Governors on September 13, 2002.  Policy # 600.3.4 of the Board of Governors requires that nine specific areas of policy and/or procedure be addressed in the institutional plan.  In the following section, this institutional plan for UNCG identifies the requirements and describes how they are fulfilled on this campus.

  3. Fulfilling the Board of Governors’ Requirements

    1. Requirement One:

      Institutions must employ policies and procedures for the recruitment and selection of senior academic and administrative officers.

      These policies and procedures are contained in Attachment A, the UNCG document titled, “Responsibilities of Search Committees for EPA Non-faculty Employees” and Attachment B, the UNCG document titled, “Implementation of Affirmative Action Program.”  These documents include provisions to provide guidance in the following areas:

      1. Approval of vacancy
      2. Requirements for vacancy advertisement
      3. Requirement for a campus Affirmative Action Officer and the responsibilities of that officer
      4. Requirements for the selection process/search committee requirements
      5. Training of affirmative action representatives in laws, policies and regulations
    2. Requirement Two:

      Institutions must have a campus policy for promotion and tenure that complies with the Code of the University of North Carolina and current federal law, provides for periodic pre-tenure, tenure and promotion review at multiple levels, and provides clear requirements for promotion and the conferral of permanent tenure.

      The campus policies are contained within Attachment C, “Regulations on Academic Freedom, Tenure, and Due Process of the University of North Carolina at Greensboro,” Attachment D, (Incorporated into Attachment C and Attachment E), and Attachment E, “University-Wide Evaluation Guidelines for Promotions and Tenure.”

      Attachment C provides for the periodic pre-tenure review, tenure and promotion review at multiple levels, possible extensions of the probationary term, post-tenure review and grievance and appeal process in the case of non-reappointment.  This document is kept under continuous review by the Provost and the Promotion and Tenure Committee of the Faculty Senate.  Revisions must be approved by the General Faculty, the Faculty Senate, the Chancellor, the Board of Trustees and the Office of the President.

      Attachment D provides a general framework for faculty promotions and tenure.  Attachment E provides a context in which each unit can develop specific evaluation requirements appropriate to its mission.  Attachments D and E are developed by the Faculty Governance Committee for approval by the General Faculty.

    3. Requirement Three:

      Institutions must maintain a schedule and process for periodic review of promotion and tenure policies and a process for amending promotion and tenure policies that includes review by the Office of the President.

      Institutional compliance with this requirement is confirmed in the following UNCG documents:

      1. Attachment C, “Regulations on Academic Freedom, Tenure, and Due Process of the University of North Carolina at Greensboro,” Section 9 (includes schedule and process for reviews, and procedure for amending the policy).
      2. Attachment G, “Constitution of the Faculty,” Article III, Section 12(8)(f).  (mandate to review the P&T policies and procedures yearly and recommend modifications and changes to the Faculty Senate).
    4. Requirement Four:

      Institutions must establish salary ranges, based on relevant data, for vice chancellors, provosts, deans, and other similarly situated administrators1 that are not included in the annual Board of Governors’ study establishing salary ranges.

      Senior administrative positions at UNCG not included in the Board of Governors’ annual study include Deans, University Librarian, University Counsel, Executive Assistant to the Chancellor, and Assistant to the Chancellor.  Salary ranges will be established, based upon comparisons to approved peer institutions, in keeping with the Board requirement.

      To establish the salary ranges, UNCG will participate in and acquire the annual administrative salary survey prepared by the College and University Professional Association for Human Resources (CUPA).

    5. Requirement Five:

      Institutions must maintain evidence of comprehensive salary studies that establish salary ranges for tenured faculty within different disciplines based on relevant data.2

      Salary ranges for tenured faculty, by discipline, must be developed.  To do so, UNCG will participate in and acquire the annual faculty salary survey conducted by Oklahoma State University.  This national survey contains faculty salary data for peer institutions by academic discipline.

    6. Requirement Six:

      Institutions must employ policies governing the compensation of faculty and non-faculty EPA (Exempt from the state Personnel Act) from non-state sources such as grants, endowment funds, practice plan funds, etc.

      Non-state funds, such as grants, endowment income, and funds collected through the assessment of fees and charges to students and other constituents, are considered to be resources of UNCG, an agency of The University of North Carolina and the State of North Carolina.  Without regard to source of funding, compensation of faculty and non-faculty EPA is managed in accordance with the Board of Governors’ annual resolution on salary matters.  All resources used to compensate members of the faculty and non-faculty EPA are deployed in a manner consistent with this resolution.  Use of non-state funds to compensate Senior Academic and Administrative Officers (“SAAO”) Tier I must be approved by the Board of Trustees.

    7. Requirement Seven:

      Institutions must employ policies governing any non-salary compensation of faculty and non-faculty EPA.

      Within the boundaries set by the financial policies of the State and of UNCG, as outlined in the policy manuals of the Office of State Budget and Management and UNCG, the Board of Trustees has the authority to approve any non-salary compensation from all sources of funds for all Vice Chancellors and Senior Academic and Administrative Officers for which the Board of Governors establishes salary ranges.  The Chancellor has the authority to approve any non-salary compensation from all sources of funds for deans and other similarly situated administrators that are not included in the Board of Governors’ study establishing salary ranges.  Only the Board of Governors can approve non-salary compensation for the Chancellor.

    8. Requirement Eight:

      Institutions must maintain documentation that the campus has not had audit findings related to personnel practices, salary or payroll for the previous three years or evidence that any findings have been remedied.

      Copies of clean audit statements are available.

    9. Requirement Nine:

      Institutions must maintain evidence of appropriate accountability procedures in the event that the Board of Trustees delegates the authority granted pursuant to this policy to the Chancellor.

      It is the intent of this plan to delegate to the Chancellor authority to appoint and fix compensation for faculty with permanent tenure, faculty awarded the designation of distinguished professor, and deans and other similarly situated administrators that are not included in the Board of Governors’ study establishing salary ranges, not inconsistent with other policies in this plan.  The Chancellor will also be delegated the authority to award compensation from non-state sources consistent with policies established by the Board of Governors.

      To ensure proper oversight and accountability, the Chancellor will annually provide, at the spring meeting of the UNCG Board of Trustees, an appropriate summary report of personnel actions taken under this delegation of authority for the current academic year.

      The EPA personnel policies of the Division of Academic Affairs and the policies and procedures manual of the University’s Office of Business Affairs provide further evidence of appropriate accountability procedures.  These documents may be accessed via the Internet at the following addresses, respectively:

      1. Provost Policies and Publications; and
      2. http://www.uncg.edu/baf/.
  4. Effective Date of the Delegation of Authority

    The delegation authorized in Board of Governors Policy # 600.3.4 is effective upon the date when this Institutional Plan is approved by the Board of Governors.


Footnotes:

  1. Includes directors of major administrative, educational, research, and public service activities.
    Return to Document Text
  2. Relevant data refers to comparisons to peer institutions identified by the Board of Governors.  Peer institution data will be used when available except in instances in which a campus can demonstrate legitimate labor market differences that justify the use of a supplemental or alternative set of peer institutions.
    Return to Document Text