Provost invites nominations for working group to review faculty salary process, recommend best practices

Following the implementation of the Colorado Equal Pay for Equal Work Act (CEPEWA), the university is embarking on the next phase for evaluating faculty salaries to achieve equity based on factors that include market forces, merit evaluations, retention incentives and salary compression. To launch this next phase, Provost Russ Moore is inviting nominations and self-nominations for faculty members to serve on the Faculty Salary Procedures Working Group that will convene during the spring semester. 

As the provost and chief operating officer noted in their Jan. 19 memo, “The salary analysis conducted to comply with the Colorado Equal Pay for Equal Work Act is merely the first phase of a more comprehensive salary analysis to be conducted during spring semester 2022 and academic year 2022–23. That analysis will examine market forces and salary compression for staff and faculty. It will also address promotion increments and retention offer practices and processes specific to faculty.”

The working group will be charged with leading a review of annual faculty merit evaluation and salary allocation procedures, within the context of CU Board of Regents policy (APS 5008, Regent Policy 5.C.4) and the university’s commitment to shared governance and the principles of merit-based evaluation and salary equity. The group will draw on the expertise of chairs and directors and faculty shared governance groups, such as the Boulder Faculty Assembly, Academic Affairs Budget Advisory Committee, or Salary Equity Appeals Committee.  

Executive Vice Provost for Academic Resource Management Ann Schmiesing, Senior Vice Provost for Academic Planning and Assessment Katherine Eggert and Vice Provost for Faculty Affairs Michele Moses will lead the working group. Schools and colleges, along with campus-level administrative liaisons, will provide relevant assistance to the group’s work. Those eligible to serve include tenured, tenure-track, instructor-track (i.e., teaching professor-track), or clinical faculty members.

The time commitment is estimated at one 90-minute meeting per week in March and April, in addition to reading and related preparation. If needed, the working group will continue its work into the fall semester. Staff support to assist in inventory and research tasks will be provided.

Please submit nominations and self-nominations for the Faculty Salary Procedures Working Group by Feb. 11, and please send any questions to