10.20.1 Faculty Compensation
The University will use the College and University Personnel Association (CUPA) and the Coordinating Board for Higher Education (CBHE) as its primary resources for benchmarking faculty salaries. In certain situations the University may use relevant market data provided by CUPA and CBHE where data are available. Specific compensation is to be determined by salary protocols.
The committee will provide current annual salary ranges each year following a review of the current data. The committee will utilize the mean of the Missouri state comparator group salaries as the mid-point in the range to develop a range for each the University faculty rank with minimum and maximum points. The ranges established will represent 85% to 125% of the mean. Each faculty salary range will have a baseline (85% of mean), midpoint (100% of mean), and maximum (125% of mean).
A salary for a newly appointed faculty member is designated as out of range if the salary is not within the designated annual range associated with the given rank at which the faculty member is appointed. At the time of appointment, initial compensation for a new or existing position will have a salary range of between 85% and 100% of the mean. Salaries designated as out of range must be justified in writing by means of a Variance Form available from Human Resources. Recommendations for salaries that exceed the 125% maximum are designated as out of range and must be approved by the President.
Based on national CUPA discipline data, the top two relevant disciplines to the University shall be identified and an additional 5% of the base salary for the rank will be applied at the time of initial employment. This shall be based on CUPA defined disciplines (CIP code) as determined upon academic appointment.
Faculty Salary Adjustments
Base annual salaries shall be adjusted each year upon recommendation of the Employee Compensation and Benefits Committee and approval of the president and Board of Curators as funds allow. The committee will make an annual recommendation for salary adjustments (based upon the methodology above) and will submit that recommendation to the President.
Upon promotion in rank, faculty members will receive the current annual rank adjustment as recommended by the committee. Any variance in this protocol must be approved by the President.
Salary Guidelines for Grants
Faculty and staff with extramural grants working under unusual circumstances where consultation/collaboration is across departmental or university lines or involves a separate or remote operation, and the work performed is in addition to or exceeds regular departmental load, may be compensated for this service, at a rate consistent with standard practice in grant funded activity, and as specifically provided for in the agreement or approved in writing by the sponsoring agency. In addition, faculty and staff may, with approval by the administration as allowed under Chapter IV, Section 4.17, have their compensation increased up to a maximum of 125% of their base salary if they are successful at obtaining extramural grant awards. Compensation support in excess of the faculty/staff members’ normal base salary must be fully supported (wages and benefits) by the funding agency, and provided for in the grant proposal or by written permission of the granting agency. The adjustment in the compensation will remain in effect only through the duration of the extramural grant support for the adjustment. In the event funds are no longer available or at the end of the grant period, the compensation will revert to the previous compensation level of the employee with any other salary adjustments that may have been made by the University.
See Chapter V, Section 5.15, for further guidelines and stipulations regarding grants and contracts.
The committee will provide current annual salary ranges each year following a review of the current data. The committee will utilize the mean of the Missouri state comparator group salaries as the mid-point in the range to develop a range for each the University faculty rank with minimum and maximum points. The ranges established will represent 85% to 125% of the mean. Each faculty salary range will have a baseline (85% of mean), midpoint (100% of mean), and maximum (125% of mean).
A salary for a newly appointed faculty member is designated as out of range if the salary is not within the designated annual range associated with the given rank at which the faculty member is appointed. At the time of appointment, initial compensation for a new or existing position will have a salary range of between 85% and 100% of the mean. Salaries designated as out of range must be justified in writing by means of a Variance Form available from Human Resources. Recommendations for salaries that exceed the 125% maximum are designated as out of range and must be approved by the President.
Based on national CUPA discipline data, the top two relevant disciplines to the University shall be identified and an additional 5% of the base salary for the rank will be applied at the time of initial employment. This shall be based on CUPA defined disciplines (CIP code) as determined upon academic appointment.
Faculty Salary Adjustments
Base annual salaries shall be adjusted each year upon recommendation of the Employee Compensation and Benefits Committee and approval of the president and Board of Curators as funds allow. The committee will make an annual recommendation for salary adjustments (based upon the methodology above) and will submit that recommendation to the President.
Upon promotion in rank, faculty members will receive the current annual rank adjustment as recommended by the committee. Any variance in this protocol must be approved by the President.
Salary Guidelines for Grants
Faculty and staff with extramural grants working under unusual circumstances where consultation/collaboration is across departmental or university lines or involves a separate or remote operation, and the work performed is in addition to or exceeds regular departmental load, may be compensated for this service, at a rate consistent with standard practice in grant funded activity, and as specifically provided for in the agreement or approved in writing by the sponsoring agency. In addition, faculty and staff may, with approval by the administration as allowed under Chapter IV, Section 4.17, have their compensation increased up to a maximum of 125% of their base salary if they are successful at obtaining extramural grant awards. Compensation support in excess of the faculty/staff members’ normal base salary must be fully supported (wages and benefits) by the funding agency, and provided for in the grant proposal or by written permission of the granting agency. The adjustment in the compensation will remain in effect only through the duration of the extramural grant support for the adjustment. In the event funds are no longer available or at the end of the grant period, the compensation will revert to the previous compensation level of the employee with any other salary adjustments that may have been made by the University.
See Chapter V, Section 5.15, for further guidelines and stipulations regarding grants and contracts.
Effective Date
Approved by Board of Curators: January 15, 2026