Faculty Handbook

11. Compensation

Compensation

Pay Ranges & Schedules

Determination of yearly compensation at the time of appointment is made by the Vice President for Academic Affairs with approval from the President. Compensation is based on the candidate’s educational qualifications and experience relative to salaries received by faculty currently employed at that rank. Faculty salary ranges by rank are reviewed each year using the latest Integrated Postsecondary Education Data System (IPEDS) data from the Department of Education’s Institute of Education Sciences National Center for Education Statistics’ (http://nces.ed.gov/IPEDSPAS/expt/default.aspx) website where a listing of the average faculty salaries for the following four -year private institutions in Oklahoma are derived:

  • Mid-America Christian University
  • Oklahoma Baptist University
  • Oklahoma Christian University
  • Oklahoma Wesleyan University
  • Southern Nazarene University

Using these averages, the College creates a salary range for a particular rank that is

$5,000 above and below the published average for that rank. When fiscally possible, the

College automatically adjusts the salary of faculty that drops below the salary range for his

or her rank. The following are annual ranges for full-time faculty as of Fall 2014:

Full Professor $53,387.00 - $63,387.00

Associate Professor $48,844.00 - $58,844.00

Assistant Professor $40,920.00 - $50,920.00

Instructor $30,897.00 - $40,897.00

Full-time and adjunct teaching faculty are paid biweekly with full-time faculty paid over a

twelve (12) month period and adjuncts paid over the term in which they teach. Faculty must

be notified of any involuntary change to the compensation schedule one full pay period

prior to the change.

Teaching Overloads, Summer Term, & Special Arrangement Courses

Compensation for a teaching overload (more credit hours than contract specifies), is calculated in the spring semester, after enrollment figures are finalized and is based on the following schedule:

Teaching Overloads, Summer Term, & Special Arrangement Courses Compensation for a teaching overload (more credit hours than contract specifies), is calculated in the spring semester, after enrollment figures are finalized and is based on the following schedule: 21 1) Courses with 5 or more students - paid at the adjunct rate 2) Courses with less than 5 students - paid at 1/5 adjunct rate times the number of students in the smallest class taught Compensation for all faculty teaching courses during the summer term(s) follows the following schedule: 1) Courses with 5 or more students - paid at the adjunct rate 2) Courses with less than 5 students - paid at 1/5 adjunct rate times the number of students in the smallest class taught Compensation for any course taught at any time by special arrangement or directed studies is $200 per course.

Faculty Merit Bonus Policy See Appendices. 

Through Separately Funded Programs 

Bacone College faculty may be involved in programs that are funded outside normal channels of College support. These include Federal, State, and Foundation grants, cooperative programs with other institutions, and contracts with business firms, acceptable within guidelines determined by the College. The grant application and subsequent agreement will set the specific arrangements for each individual grant. 

Proposal 

A proposal for a grant to be funded by a source outside the College must first be reviewed by the Development Office, the Chief Financial Officer and the Vice President for Academic Affairs. All proposals must be approved by the President. When matching funds from the College, are required, the proposal must come before the Board of Trustees for approval. 

The Chief Financial Officer will review the proposal to assure that proper arrangements have been made for matching funds, release time, services in-kind, furniture, use of campus facilities, and the like. 

The Vice President for Academic Affairs and the President will determine what personnel may be involved in the performance of the grant. Prior to the submission of a proposal, the President must approve, in writing, compensation arrangements at no less than the college pay scale for all personnel with full-time appointments. 

Project Administration 

The College will follow the regulations established by the grantor in the administration of grant funds.       Grants for research, education activities, special programs, and the like are agreements between Bacone College and the grantor. Under most circumstances, grants that make specific reference to current faculty, administrators or staff members, should provide specific provisions for transition in the event personnel changes occur. 

Faculty who are participating in a separately funded program will consult with the Dean or Division Chair and the Vice President for Academic Affairs concerning the time required for his/her participation in the program. Approval of the program by the College will be contingent upon an agreement between the faculty and the Vice President for Academic Affairs with approval of the President that the faculty will either: 

1) Be able to continue performing his/her duties and receive full compensation from the College while fulfilling the terms of the grant, or

2) Be given a reduction in responsibilities to the College and a subsequent reduction in compensation during the time he/she will be working on the grant.

The faculty may receive compensation from the granting agency as allowable under the grant upon approval of the grant by the College and the granting agency. Faculty and other employees specifically hired through the provisions of a grant are not promised continued employment with the College after the expiration of the grant unless specified in writing and approved by the Vice President and Dean of the Faculty prior to the start of the grant. 

Benefits 

All full-time faculty are eligible for the following benefits beginning in the first full month after a 30-day waiting period from the date of hire. Details regarding current benefits are available from the Office of Human Resources.

Health Insurance 

The College offers optional group health insurance for both employees and their families with costs being shared by the College and the employee. 

Long-Term Disability, Life/Accidental Death & Dismemberment Insurance 

The College offers long-term disability as well as optional life/AD&D insurance at no cost to the employee. 

Dental Insurance 

The College offers optional dental insurance for both employees and their families with all costs being assumed by the employee. 

Voluntary Insurance 

The College makes available various insurances with all costs being assumed by the employee.  These insurances include: 

Supplemental Life / Accidental Death & Dismemberment Insurance

Whole Life Insurance

Short-Term Disability Insurance

Critical Illness Insurance

Retirement

Participation in Bacone College’s retirement plan is voluntary, but highly encouraged. The retirement plan is a five-for-five plan. Full-time faculty may choose to contribute more than 5%, but the college will match only 5%. For those who contribute less than 5% there is no Bacone College match. Eligible adjunct faculty may participate  in the plan but will not receive a matching contribution by Bacone College. Faculty are encouraged to consult with TIAA-CREF customer service representative accessible by toll free phone number (1-800-842-2733).

Worker's Compensation Insurance 

Worker's Compensation Insurance covers any injury sustained in performing duties for the College. Any on-the-job injury should be reported immediately to Human Resources so that treatment can be authorized, and accident forms completed. The College will transmit Worker's Compensation Insurance payments to the employee. 

No injured employee shall suffer a loss of pay for any portion of the waiting period prior to the initial wage-loss benefit payment by the Worker's Compensation Insurance carrier, provided the employee has sick leave or personal leave to cover the period.