Attraction, Retention,Development Fiscal Year 1999
Goals 4 and 5Goal 4—Human Resources: The universities will attract and retain highly qualified professionals needed to carry out their teaching, service, and research missions.
Goal 5—Faculty Professional Development: The universities will provide faculty with the professional development opportunities, time, and resources needed to remain current in their disciplines, and to redesign courses in order to integrate current technologies.
The worth of an education provided by any institution depends largely on the caliber of the professionals who provide that instruction. The Regents have set two goals that acknowledge the importance of faculty and staff in building and maintaining quality institutions. They recognize that it is the people with the knowledge and skills they possess that bring distinction to any institution.
Faculty Salaries by Professorial Rank and University |
||||
Professor |
Associate Professor |
AssistantProfessor |
Instructor |
|
| BHSU | $46,989 |
$38,862 |
$35,110 |
$30,575 |
| DSU | 53,945 |
40,334 |
37,109 |
23,813 |
| NSU | 48,473 |
40,787 |
34,574 |
33,142 |
| SDSMT | 60,150 |
48,455 |
41,805 |
29,633 |
| SDSU | 56,256 |
46,189 |
39,994 |
34,251 |
| USD | 58,639 |
45,540 |
38,877 |
27,953 |
| System | 55,791 |
44,817 |
37,997 |
30,245 |
In 1998 the Board of Regents initiated a program to increase the salaries of faculty and non-faculty exempt employees at all regental institutions. The salaries of these faculty and employees trail those of counterparts in surrounding states and nationally. Because the universities must recruit in a national market and the special schools must compete in their area markets for teachers, the institutions have seen a decrease in the number of applicants over the past several years.
To address this situation, the Regents developed a plan, which was approved by the South Dakota Legislature. The plan will increase the funds available for salary distribution by more than ten percent per year for the next three years. The plan will not require additional state appropriations. Instead it will be funded through a combination of reductions in FTEs, a retention of general funds that would otherwise have been cut from the Regents’ budget, increases in fees, and limited increases in fees charged by some university ancillary services.
The plan has become effective for the FY99 salaries. Increases were distributed on the basis of individual performance, market demands, and institutional priorities. It is estimated that by the end of the three-year plan the gap with surrounding states will have been closed by two thirds.